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HR certifications and human capital analytics for effective talent management

Author: Taimoor Khan
by Taimoor Khan
Posted: Apr 21, 2017

Every time a new project is on the plate of a company or a report is being prepared for the financial year ending, organizations must ask themselves the correct questions to improvise, improve, and internalize the outcomes.

  • Is the company providing enough training, courses, and programs for the career, leadership, and management roles?
  • Is the incentives, perks, and salary of the competitive employees compensates for their talents and skills?
  • Are enough employee benefits, employee compensation, and welfare programs being put in the workplace?

These are some of the very basic questions that decide the kind of employee engagement and employee retention plans that have a major impact on the business, returns, and results. Yes! You heard it right. No typo. The employee satisfaction is a driving factor for the business success.

The global talent management is undergoing tremendous change with the introduction of human capital analytic and human resource management systems around. Life has become a bit easy for the HR leaders around the world with the abundant data generated from these systems for effective maneuver for the global talent management.

It’s no brainer that HR certifications are always around the corner for HR leaders to lift them up in their career but a know-how of judging the competencies and capabilities of the workforce and providing them the necessary impetus for overall development is a complete package of global talent management for the HR leaders. The top institutes of human resource management have already got their HR certifications programs cover the studies of human capital analytics.

The human capital analytics help with the employee behavior and its alignment with the goals of the company business and also for the productivity and profits of the organization. Data interpretation can come in many ways from the interview rounds and from the exit feedbacks, training outcomes, and project assignments. The HR leaders can use the information for the strategic process of decision-making and improve the internal work environment.

There are different critical factors which sum up as the driving factors of the performance of the employees such as internal environment, external environment, and intrinsic motivating characteristics of a person. The analytics and data cover the complete lifecycle of the employee relation with the company starting from recruitment to employee engagement, employee welfare, resignations, and re-hiring. Different HR leaders around the world agree to the benefits they reap from the human capital analytics being a part of their curriculum of HR certifications courses in the dimension of global talent management.

For professionals who have already achieved their HR certifications without an additional big data certification or curriculum of human capital analytics can always upgrade to a higher level of HR certifications. Though big data analytics professionals can be hired, but then it will mean another investment from the company. When HR leaders of today are already adept in different skills, companies don’t want to take the trouble of another set of recruitments. It’s only reasonable on their part.

About the Author

Taimoor is one of the best innovative writer since last 15 years. He has written a lot quality articles on technology, health and automotive industry.

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Author: Taimoor Khan

Taimoor Khan

Member since: Apr 06, 2017
Published articles: 34

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