Guide to Data Literacy for HR Professionals
Data literacy is the capacity to understand, interpret, and use data, much as literacy is the ability to read, comprehend, and write a language. People who are data literate can think critically about what the data indicates, extract useful information from the data, and apply the proper data for specific goals.
HR Data Literacy, as described by Jane Crofts of InsideHR, is the capacity to draw meaningful and valuable information from data and apply it to create better goods, services, and experiences. In other words, someone who is HR Data Literate is able to gain meaningful insights and use data to manage HR activities in their businesses, rather than simply looking at statistics and understanding what they represent.
HR Professionals with High Data Literacy:
- Data literate HR practitioners may develop strategic measures to understand how their department contributes to the rest of the business and how well it executes the HR strategy.
- Reading, analysing, and exploiting HR and business data to make better decisions - Data may be used to supplement human understanding. To be relevant, data must be interpreted, and conclusions must be supported by data. Using the two together yields more complete decision-making than each does alone. An HR professional who bases their argument on data analytics might provide more proof that their suggestion would be beneficial to the firm.
- Stakeholders think and act in numerical terms. HR must be able to communicate in this language in order to increase its influence and collaborate with important decision-makers. HR workers who understand data and use it to improve their work have more to offer. Using data analytics, for example, to relate employee performance to measurable business outcomes proves that HR plays a direct role in increasing profitability.
- You can transform accessible data into valuable insights if you know how to evaluate and decode it. Then you may utilise it to make decisions that are tailored to your organization's needs. Making judgments and developing a plan based on information and data eliminates guessing, risk, and subjectivity.
- The ability to convey your study and findings competently makes a significant difference in how well they are received. The actual value of data is revealed when findings are compared and trends are identified. A dynamic dashboard featuring charts, graphs, and gauges that contextualise data will assist others in seeing its insights. Data narrates a narrative. Articulating the story and the details behind it help transform it into information for productive decision-making.
How to Improve your Data Literacy?
Allowing for the training and skill development of your workers through online courses and training is a rising kind of employee remuneration in today's HR environment. Employees like it when their company allows them to improve their skills through numerous online training programmes.
Human resource professionals play a critical role in the design and execution of any corporate data literacy programme, beginning with raising awareness and enthusiasm about the potential that a genuinely data-driven business delivers. To ensure that data literacy is taken seriously, HR must first communicate its importance to all workers, even those in traditionally non-data jobs.
It's impossible to build a data literacy effort if you don't know where you're starting from, therefore it's critical to assess your organization's current levels of data literacy before launching any new initiatives. A variety of evaluations and measurement methods are available to assist in determining the present level of data literacy across a varied range of individuals or the company as a whole.
It is critical to remember the long-term and short-term goals that your business must attain and to design policy measures and programmes appropriately. In the absence of specific goals, there will be complete confusion and a waste of time and money, making the entire process difficult for anybody. Data Literate persons should remember to ask the proper questions, identify which data is important and segregate the irrelevant data, analyse the data, and test hypotheses.
Curiosity is a crucial component in developing data literacy. If the teams are not willing to explore data or be curious, they are unlikely to discover insights that can help the firm innovate. According to a Harvard Business School research, 92% of employees attribute new ideas to inquisitive people and see curiosity as a catalyst for workplace happiness, motivation, creativity, and good performance.
At Tamãrõ HR we partner with firms to help them manage their HR functions in the right way. The team at Tamãrõ HR has experienced professionals to help you with all your HR needs from Consulting, Recruitment to HR Operations. To know more contact mail to - firstname.lastname@example.org
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