SHRM：2024人力分析在人力资源管理中的应用研究报告：现状及未来最佳实践（英文版）（26页）.pdf

1、The Use ofCurrent State and Best Practices Moving ForwardPeople Analytics in Human ResourcesCPR-2222432PageMore than 9 in 10(94%)business leaders say that people analytics elevates the HR profession(People Analytics,SHRM Research,2021).Meanwhile,71%of HR executives who use people analytics report th

2、at it is essential to their organizations HR strategy.With technological advances and increased computing power,organizations of all sizes can leverage increasing volumes of data within their organizational functions.It is now possible to use data,rather than anecdotes or intuition,to evaluate the e

3、fficiency of HR processes;employee productivity,diversity or attrition;and other key business metrics.The improved efficiency that people analytics tools offer can also allow HR professionals to focus more of their attention on innovation and strategy.HR leaders are increasingly looking to people an

4、alytics as a tool to answer key business questionsWhat Is People Analytics?People analytics is the practice of collecting and analyzing employee(or applicant)data to understand,improve and optimize business outcomes.If HR professionals and leaders use people analytics appropriately,they can make mor

5、e effective decisions,improve the employee experience and impact the bottom line.To better understand the power of people analytics in organizations and the challenges organizations face in their journey,SHRM Research surveyed 2,149 HR professionals and 182 HR executives who work for organizations t

6、hat currently use people analytics.SHRM Research found that people analytics has great utility and promise to transform HR,but that many organizations have yet to realize its full potential.3PageThe utility and promise of people analytics is evident in its use across the employee life cycle.The resu