Technology Record - Issue 33: Summer 2024

66 VIEWPOINT Enabling the ‘human’ part of human resources Analytics technology is modernising HR, helping teams to make more strategic and better-informed decisions There has been a sizeable shift from operational to analytics reporting in human resources. While operational reporting on aspects like employee turnover rates, recruitment metrics and paid time off is still very important, HR teams are increasingly using analytics reporting for talent acquisition optimisation, performance matrices, and workforce planning and forecasting. These analytics enable organisations to better understand employee data and gain deeper insight into how to meet business goals. For example, hiring analytics are influencing recruitment strategies to ensure a more diverse and inclusive workforce, while attrition prediction and employee risk score analytics can play a part in retention and upskilling plans. Though some of these tactics can be automated with the right human resource management solutions (HRMS), it takes an HR manager that knows their people and organisation to implement the right strategies to ensure success. HR teams can also use HRMS to consolidate their systems. This puts employee data in one place and provides a single reporting environment. Not only does this increase data security, but makes it faster to query, decreases risk in duplication errors and ensures HR managers don’t have to toggle between multiple systems to get work done. At the pace business decisions need to be made in today’s market, leadership can’t afford to wait days or weeks for reports and insights. Lanteria’s solutions enable businesses to have accurate, up-to-date information at their fingertips. Customers like Lufthansa Consulting used Lanteria core HR, time and attendance, and performance management modules, along with integration of additional systems, to automate reporting and calculations, which increased planning quality by 90 per cent. The use of analytics will increase as organisations move from spreadsheets and disparate systems to the realm of HRMS. By consolidating data sources, organisations can gain clearer understanding of all aspects of their business and develop better strategies for engagement, retention and recruitment through data interpretation. However, it’s important to remember that there is a reason for the ‘human’ part in ‘human resources’; leading with a human understanding of what the data is telling us should be at the forefront of HR decisions. Hanna Miller is chief marketing officer at Lanteria HANNA MILLER: LANTERIA