Last year, I wrote a blog on HR skills for workforce analytics that outlined some of my ideas on what skills and aptitudes are important for success in human capital measurement.
Pushing those ideas a little further, I teamed up with Infohrm’s Duncan Scott to write a short “position paper” (i.e., a discussion of our thoughts on the topic that will hopefully elicit feedback from the reader) titled “The New Workforce Analytics Profile for HR Business Partners”.
We picked the HR Business Partner role for two specific reasons:
1. In discussions with Infohrm members and reviews of current literature, the positions appears to be changing, with data and analytics becoming an increasingly prevalent part of a consultative role.
2. Given the proximity of HR Business Partners to front-line business decisions, it is important to arm these individuals with the insights and analysis that spurs data utilization by their line managers.
The full article, which discusses the skills, aptitudes, and professional development activities for analytical HR Business Partner roles, can be found in the Infohrm Research & Information Center (free registration required).
Would love to get your reaction.
Tags: Data Analysis, HR, HR Business Partners, skills, Workforce Analytics