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 essential initiative.
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 workforce.”
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 of HR.”
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 decisions.
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.
You can also discuss updating your mobility program with Worldwide ERC® and our experts at the upcoming 2018 Global Workforce Symposium this October in Seattle. Register today and make sure you attend the "Updating Your Mobility Program: Creating Buy-In and Budgets from Business Cases" session on Thursday, 18 October 2018.