It’s a fact: data-driven decisions are better and quicker.
But even as data analytics revolutionizes
business and business places, the HR arena has been slow to embrace this
Human capital guru Josh Bersin, principal/founder of Bersin
at Deloitte, explains that the most significant reason for the heel-dragging is
because most HR systems are “a bit of a mess,” with multiple systems of record.
There is greater
focus coming to this area, though as Bersin observes:
“…we now see a very
mature and robust vendor market in this area. Every major HR platform provider
now has a Big Data cloud service, a set of embedded analytics dashboards, and
many advanced reports to help predict attrition, identify bias, and segment the
As people analytics grows more deeply ingrained in corporate
cultures, mobility professionals increasingly will engage in analytical
activities designed to demonstrate how talent mobility can support the
organization’s talent management objectives.
In Worldwide ERC’s most recent report, The Perfect Storm:
Mobility Leaders Decode the Future, Associate Client Partner John Pfeiffer GMS-T
of Korn Ferry Hay Group suggests that more impactful predictive analytics will
occur when “mobility is treated as part of the employee experience and
piggybacks on the metadata sets that are being collected today in other areas
Managing Partner Sean Collins of Talent Mobility Search agrees:
“The real value comes when you start bringing
all your data together and integrating it with the HR data. Think how powerful
it would be to tap into a virtual warehouse of company data and analyze factors
like the success of your expats by examining their promotion velocity rate—before,
during and after the assignment.”
Integrated systems that share information among employers
and service providers will reduce irritating pain points. For example, mobile
employees and families often complain about having to provide the same
information multiple times to various participants in the mobility process.
This integration also will make it easier for employees to find answers to
their own mobility questions; facilitate the collection, analysis, and sharing
of data; and improve the customer experience. While the journey to integration
is not necessarily a smooth one with corporate technology teams’ concerns on
what securely can be integrated and the cost, it is still an important one.
Related: Hey, HR!
Your New Talent Acquisition Partner Is Next Door
Asia-Pacific HR Vice President Greg Morley (Hasbro) stresses
that the integration of internal systems with mobility service providers’
systems is going to be critical going forward. He points to Hasbro’s integrated
internal and external recruiting platform that is very much tied to the search
agencies they use for talent: “That’s the kind of technology interface that is
an expected next step for mobility.”
Such integration is not the norm today, as we found in our
Worldwide ERC® survey of 144 in-house mobility professionals (conducted at an October
2017 conference session).
Nonetheless, the future will demand such integration for a
positive customer experience and service delivery, as well as to support
increased reliance on data analytics to drive strategic and efficient
For more future-forward insights from thought leaders on the
strategic role of mobility, read Worldwide ERC®’s report: The Perfect Storm:
Talent Mobility Leaders Decode the Future and discover additional ways
organizations across the world leverage data analytics for mobility initiatives.