Why do you want to work in a data-driven way as an HR professional?

Data-driven working has become an essential part of modern society.

What is data-driven working?

Data-driven working means making decisions based on hard facts. Think, for example, of a retail manager who manages the sales process based purely on sales figures or other raw data. You let yourself be guided by the facts rather than your intuition.

It is no surprise that data-driven working has so many supporters. It pays to embrace this trend.

Why work in a data-driven way?

The McKinsey Global Institute, for example, indicates that organizations that work in a data-driven way are, on average:

• 23 times more likely to acquire customers;
• 6 times more likely to retain customers;
• and 19 times more likely to be profitable.

The HR profession has also changed significantly in a relatively short time. Personnel files have been digitized, and job applications are no longer delivered by the postman but appear on your screen in real time. We increasingly study on online platforms rather than in classrooms with textbooks. And while intuition and gut feeling used to form the basis for HR policy and decision-making, today's HR managers are expected to provide concrete substantiation when setting out HR strategy, including hard figures and forecasts.

Nowadays, you are expected to provide well-substantiated arguments based on objective, raw data.

There is a reason for the saying "to measure is to know." When you work in a data-driven way, you see exactly when things are going well or when they are not. You can rely on past experiences and spot trends and developments well in advance. You recognize behavioral patterns, for example in potential applicants, and know exactly what your staff turnover will look like. And, quite apart from all policy aspects, it simply works much more easily and with fewer errors when you have smart, intuitive workflows and don't have to do things twice.

In short: the benefits of data-driven working are numerous. Yet, many organizations are not yet making optimal use of all the possibilities available. This also applies to HR. Sometimes we miss out on automation opportunities because we don't know exactly how. But there is another cause. Systems often operate in isolation, use different key performance indicators, or speak a different language, both literally and figuratively. This creates confusion for users and doubts about the reliability of the systems, making them less attractive to work with.

We have a few tips that can help your HR department take that extra step toward professionalization through automation.

5 tips to promote data-driven working

1. Start with the people

Data-driven working is really much more than just purchasing a new automated system to make it easier to retrieve data from your computer. It represents a genuine organizational change. In most cases, things suddenly become possible and clear that weren't before. Roles change, as do responsibilities and ways of working. That takes some getting used to for everyone.

If you want to get your colleagues on board with data-driven working—in other words, making and keeping your HR department future-proof—then genuine change management is required. Above all, this means communicating the old-fashioned way. Inform all stakeholders (both inside and outside the HR department) well in advance about new plans regarding systems and workflows. Explain why you are making a certain choice and the vision behind it. Ask what the stakeholders feel they need to work effectively and what bottlenecks they anticipate. Invite them to share ideas, and provide feedback on what you can and cannot implement, and why.

2. Ensure the right tools

It may be obvious, but it is crucial: provide everyone involved with the right tools. Ensure that everyone has suitable equipment at their disposal and optimize your internet and Wi-Fi for the new system requirements. Nothing is as detrimental to motivation as a shaky start plagued by technical teething problems.

In addition to the "hard" tools, another important piece of "equipment" is needed to work well: knowledge. Put clear system manuals online in a central location accessible to everyone. Informal "did-you-know" tips alongside online course materials always work well.

In addition, blended learning is highly recommended: a mix of live, classroom-based training and online training is exactly what wins over those colleagues who are reluctant to let go of old ways of working. By offering different forms of knowledge sharing, you leverage the power of repetition and can cater to everyone's preferred learning style.

Need an online learning platform? See what Pluvo can do for you.

3. Stay flexible

Data-driven working is an organic process. It is always in motion and constantly evolving. The final destination is not yet in sight; technical possibilities and strategic insights will continue to change.

Invest in systems that are flexible. Choose suppliers and systems that can adapt to organizational changes, market developments, and new technology. This prevents you from having to start from scratch with new software every time, with all the associated costs and risks. Moreover, it is easier for employees to work with an update than to learn an entirely new system. Are your current systems unable to connect with modules from another supplier? Then it might be worth looking into software that can bridge that gap.

4. Use best practices

Of course, growth and development are important for organizations. However, realize that not all colleagues welcome innovation. Many people value stability and predictability and are not looking forward to yet another change. Keep all colleagues involved in the developments.

Try to keep everyone's mindset as open as possible by continuing to communicate about the successes and capabilities of the systems. Are there best practices? Showcase them extensively! Practical tips that make work easier are always well-received. Communicate these tips and tricks at different levels, and make sure to do so as accessibly and understandably as possible. This way, even non-IT staff can keep up with developments and remain sustainably employable and valuable to the organization.

5. Ambassadors

Fortunately, almost every company has them: those vibrant, positive colleagues who give you energy. How great would it be if you could 'recruit' such a gem for the project team working on the new system? It makes introducing modernization a lot easier.

Find a colleague with a positive vibe regarding automation and make them an ambassador for the new data culture. It can even be someone who dares to ask the right critical questions; this prevents being blinded by eager suppliers. That is exactly how you ensure good, representative advocacy for other colleagues who may still be too uncertain or less data-driven.

Want to read more about how to turn your staff into ambassadors? Click through to our blog on internal branding.

Meer tips nodig?

‍Leveraging the possibilities of data and online knowledge sharing is what we do best! So don't hesitate to reach out to us for more ideas on how to further optimize data usage in your HR department.