Reflection (Lim Yi Wei 66487)

“Do HR important?”
“What is the function of HR Analytics?”
“Do we really have to develop in HR Analytics?”
These questions bothered me since I decided to study HR. People told me
everyone can be in the HRD department without a degree before I entered UNIMAS.
Some of them even mentioned that the responsibilities of HR are only had to count
the salary and make sure nobody is late to work or left earlier in an organization.
After I was gone through some courses, I found that HR is not as easy as what you
think, definitely not only calculate salary and emphasize the attendances. HR role has
evolved over the years and becoming HRD.
Earlier they were only responsible for filling up vacancies arising out of a new role or
requirement, or an employee moving out. In the current context, HRD has a bigger
role to play, they rely more on data. Through Human Resource Development
Analytics course (KMS2154), I’ve learned how important an HR analyst to the
organization. With the data we have, HR analytics can make a prediction, measure
the performance of the employees and even recruitment without gut feelings.
However, I have learned that there are some barriers in developing analytics in HR.
According to Angrave, et al. (2016), there are four barriers in HR analytics adoption.
In my opinion, the position of HR within the organizational hierarchy is the most
serious barrier.
I have experienced these when I am having my summer job at VOIR Trading
Company. VOIR is a large-sized enterprise with more than 30 outlets and 1001-2000
employees. However, their recruitment method for non-managerial workers (e.g.
Promoters and cashiers) depends on the gut feeling of the first-line manager and the
words that come from other promoters’ mouths. Some of the appliers failed to get the
job just because other full-time workers in that particular outlet did not like them.
The position of HR department in VOIR company hierarchy is low. HR department
does not be exerted wisely in VOIR as the recruitment for non-managerial workers
should also be done by the HR department.
Moreover, the recruitment of HR should also come together with data. Collectively
expressed as HR Technology, these tools have opened up new possibilities for HR
that either remained hidden till now, or were ignored for lack of the requisite data and
resources. The infusion of HR analytics has given way to data-driven recruiting. HR
Analytics is the science of gathering, organizing and analyzing the data related to HR
functions to ensure better decision making in all areas (Tyagi, 2018). What I think
VOIR HR does well with data-driven is they assessed and commented on our
performances through our sales. They collect our monthly sales data and give the top
3 sales promoters rewards. They have skills, knowledge, and insight to ask the right
HR data questions, they motivated employees in the right way, and they tell with
data.
Last but not least, I hope every firms will drive the data wisely in order to ensure
right-fit recruitment and selection, most importantly no more making decision with
gut feelings. HR Professionals should cooperate with academic roles, for instance,
work together with marketing department, to build up a good working environment
full of benign competition. Hence, the talent retention will be improved, helping
organizations to achieve their strategic and business goals. Perhaps all of the
enterprises will manifest of HR Analytics on a never-before scale.