The Rise of Business Intelligence in Global Human Resource Management
Since the emergence of the global human Resources management (HRM) system concept, companies have seen great advancement with business intelligence (BI). In their effort to create sustainable HRM human resource departments now undergo a constant state of discovery. Research and development no longer restricted to product innovation, HRM has gotten a serious boost from BI integration. If the future of HRM hinges on development of new and innovative ways to increase employee morale, and the virtues of incoming talent, BI offers instrumentation to capture the values existing in a company’s culture of ‘happiness’. The design-in of employee feedback as a critical element of HRM systems of operation, deploys instances found within employee intelligence as variables in analyzing, reporting, and innovating new processes.
BI Culture Creation
HR professionals acknowledge that BI is essential to understanding what the culture of a company is about from the ground up. The institution of ethics, rules, regulations, and operational processes is defined by the dynamics of feedback. No longer the sole provenance of executive leadership, core business processes and procedures overseen by horizontal management practice, has placed participatory BI at the center of HRM.The fact that BI allows for organizations to derive information from employee feedback, and include those insights in the development and design of HRM systems, illustrates that employee equity is more than mere words, it is actionable goals and objectives. The definition of human assets as ‘people intelligence’ is a factor that cannot be ignored. Companies that want to sustain competitive advantage are forced to engage employees more effectively in the interest of certain profits.Using BI to drive intelligence in an organization reflects a second generation in operational strategy. Where intelligence was once reported by way of enterprise systems processes devoid of human input, the more recent focus on people intelligence has redefined the next generation in business operations.
Human Resource BI
Software applications developed to capture and manage employee feedback allow for integration of a whole host of operational processes. For instance, with BI employee knowledge sharing is tied to production efficiency in a way not seen before.The convergence of BI in enterprise systems reporting and analysis with HRM intelligence enables companies to expand their knowledge base, as well as benchmark performance. HRM specialists suggest that the employee insights contribute to strategic planning analysis; making BI invaluable in priority decisions about a company's human assets.Organizations now tie corporate strategy to HRM metrics in new and more competitive ways, in the interest of sustained competitive advantage. Making better decisions faster is the name of the game in the global business environment. HRM systems integrated with BI promote a more capable platform for transforming employee data into meaningful and actionable results.Once HRM data is integrated as part of a larger BI repository within an organization’s enterprise system, the opportunity for sharing of a common platform of information company-wide is available to an entire value chain of stakeholders.
With the launch of Web-based enterprise systems networks, the expansion of HRM values in BI is even more viable, allowing companies to share data across multiple locations, sites, and time zones automatically.
For HRM managers and executives, the power of BI in human resource departments enables more proficient management of personnel objectives according to key indicators and changing operational processes. BI software applications are designed for interoperability, encouraging distribution of HRM data and values across an organization's databases (i.e. ERP, HRM, financial accounting).BI assists team to co-create a unique culture reflecting core values that work. HRM intelligence platforms supplying metrics to learning organizations enables developers to create custom BI applications suited to a company's enterprise system.The importance of employee knowledge is formidable suggestion. Companies have vested in BI is sustained actionable results are to be achieved. Now that HR departments have the instruments, the challenge is to capture the essence of feedback in dynamic reporting.
Robert Cordray is a former business consultant and entrepreneur with over 20 years of experience and a wide variety of knowledge in multiple areas of the industry such as corporate leadership, employee engagement, workplace culture and entrepreneurship. Robert earned a Bachelor of Business Administration (BBA) from the University of Chicago.