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HR Analytics: Trovus COO, Fanni Vig read a great interview last month by the IE Group and below are her six key takeaways from the Q&A:

2. HR should focus on the outcomes rather than any technology – “what business problem are you looking to solve?”
3. There has been a shift from transactional reporting to transformational insights – changing from what is traditionally a “how many have we got of this” or “we have to report on that” to a much more predictive and future looking state. There are still reports that have to be produced (SOX, SafeHarbor, EU country specific laws etc) but reporting and analytics have moved up the value chain now in terms of answering questions like “how can the organisation be more effective.”
4.There is now a bigger consumerisation of data in terms of configurable dashboards being available to managers and leaders.
5. With the rise of SaaS HCM platforms the investment around analysing and crunching data is more accessible to smaller teams. There is a relationship between the complexity of the organisation and the amount of data it generates but all organisations should be thinking about where they are going and how best to design from a people perspective, through to the talent succession example I mentioned above. At the end of the day skilled and productive resources are rare and no one wants to lose their best talent.
6. Always talk to people both inside and outside of your organisation. Most companies are trying to solve the same problems when it comes to HR in general and there’s no harm in sharing.

1. It is critical to drive organisations to ask more questions around people data in general and from there more requirements will be made of HCM platforms in terms of analytics and analysis.

2. HR should focus on the outcomes rather than any technology – “what business problem are you looking to solve?”

3. There has been a shift from transactional reporting to transformational insights – changing from what is traditionally a “how many have we got of this” or “we have to report on that” to a much more predictive and future looking state. There are still reports that have to be produced (SOX, SafeHarbor, EU country specific laws etc) but reporting and analytics have moved up the value chain now in terms of answering questions like “how can the organisation be more effective.”

4.There is now a bigger consumerisation of data in terms of configurable dashboards being available to managers and leaders.

5. With the rise of SaaS HCM platforms the investment around analysing and crunching data is more accessible to smaller teams. There is a relationship between the complexity of the organisation and the amount of data it generates but all organisations should be thinking about where they are going and how best to design from a people perspective, through to the talent succession example I mentioned above. At the end of the day skilled and productive resources are rare and no one wants to lose their best talent.

6. Always talk to people both inside and outside of your organisation. Most companies are trying to solve the same problems when it comes to HR in general and there’s no harm in sharing.

By Fanni Vig, COO at Trovus

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