Data Analytics, a newly rising system in Human Resources management continues to offer significant benefit to organisations. However, its full potential is yet to be explored in Ghana.
The process refers to the utilisation of data collected at the workplace to aid in the overall performance of management, the workforce and clients.
Philip Gamey, a Business Intelligence Consultant and CEO of the Institute of Executive Studies (IES), in an interview with ADR Daily said “data analytics is highly beneficial to HR because it adds more benefits to one of the core mandates of HR- the ability to effectively manage both management and workers.”
“Through data analytics, the HR manager can interpret data collected on workers and management based on how they behave, their characters, and the decisions they take and how each of these may impact positively or negatively on people and the organisation,” he added.
Citing an example to explain the data analysis concept, Mr Gamey said for instance “some banks keep records of their clients’ date of birth yet are unable to transform this data into meaningful information.”
“Through data analytics, you would be able to know the age range of the majority of your clients, and with that knowledge would be able to prioritise who you mainly advertise to.
“Perhaps you were initially advertising to the youth, but per data analytics, you realise that majority of your clients are pensioners as such you can accurately decide to begin advertising to people who are likely or already on pension,” he added.
He further explained that with data analytics, it becomes easy to monitor the output of both workers and management and be able to make a quick decision on how to increase work input and output and how to manage workers.
With data analytics, the HR manager would be able to understand why and how workers or management behave the way they do, and how their actions affect each other, and clients also, he explained.
Per the data received, HR managers would be able to take a right decision that would be to the benefit of both workers and management to either improve productivity, work efficiency and organisational growth.
Concerning challenges, Mr Gamey said that incorrect data fed into the analytical system could be highly counter-productive since it would result in taking the inappropriate decisions and actions.
“If the data is not accurate then the decisions and plans you may undertake would not achieve the desired results,” he added.
Data analytics, he said, has the potential to benefit the Ghanaian economy highly but because the sense of “fear of the unknown” most Ghanaian HR managers remain sceptical in incorporating it into their organisations.
“My advice to HR managers is that you should take advantage of data analytics because whether you like it or not it would catch up with us,” he stressed.
By: Fred Gadese-Mensah/adrdaily.com