Unleashing Data-Driven HR and its Force for Workplace Success

Article By
James Cumming
James Cumming
Posted On1st May 2023
Posted On1st May 2023

Data-driven HR is a modern approach to human resources management that relies on the analysis and application of data to inform decision-making and drive strategic initiatives. This methodology leverages technology, data analytics, and metrics to gain insights into various aspects of the workforce, enabling HR professionals to make more informed, objective, and impactful choices.

What are the benefits of data-driven HR?

  1. Data Collection and Integration: Data-driven HR begins with the collection and integration of diverse data sets related to employees, candidates, and the organization as a whole. This data can include recruitment metrics, performance evaluations, employee engagement surveys, turnover rates, learning and development progress, and more. With the help of advanced HR systems, this data can be centralized, allowing for easier analysis and comprehensive insights.
  2. Evidence-Based Decision Making: Gone are the days of relying solely on gut feelings and intuition to make HR decisions. Data-driven HR emphasises evidence-based decision-making, where HR professionals use real-time data and historical trends to inform their choices. For example, when making hiring decisions, HR can use data on the success of previous hires in similar roles to identify the characteristics of top-performing candidates.
  3. Predictive Analytics: One of the most significant advantages of data-driven HR is its ability to employ predictive analytics. By analysing historical data, HR professionals can identify patterns and trends to make informed predictions about future workforce needs and potential issues. Predictive analytics can aid in succession planning, talent management, and workforce forecasting, ensuring that the organisation is prepared for upcoming challenges.
  4. Improving Recruitment and Retention: Data-driven HR can significantly enhance the recruitment and retention process. HR teams can use data analytics to identify the most effective recruitment channels, target suitable candidate pools, and optimize job descriptions based on the preferences of successful hires. Additionally, by analyzing factors contributing to employee turnover, HR can implement retention strategies to reduce attrition and increase employee satisfaction.
  5. Enhancing Employee Engagement: Employee engagement is a critical factor influencing productivity and organisational success. Data-driven HR enables HR professionals to assess engagement levels through surveys and other feedback mechanisms. By analyzing the data, HR can identify pain points, address issues, and implement initiatives to boost overall engagement, leading to a more motivated and committed workforce.
  6. Personalized Learning and Development: Data-driven HR facilitates personalised learning and development opportunities for employees. By analysing individual performance data and skill gaps, HR can recommend tailored training programs to enhance employee competencies and career growth. This targeted approach ensures that training resources are utilised efficiently and that employees receive the support they need to thrive.
  7. Measuring HR’s Impact on Business Outcomes: Data-driven HR enables HR departments to quantify their impact on business outcomes. By analysing HR metrics in correlation with broader organisational KPIs, HR professionals can showcase their contributions to productivity, revenue growth, and other key performance indicators. This data-driven evidence strengthens HR’s role as a strategic partner within the organization.
  8. Mitigating Bias and Promoting Diversity and Inclusion: With a data-driven approach, HR can identify and mitigate bias in hiring, promotions, and performance evaluations. By focusing on objective metrics, HR professionals can reduce unconscious bias and promote diversity and inclusion within the workforce, fostering a more equitable and diverse organisational culture.

What if we have limited HR data at the moment?

One of the major pitfalls that companies face is not having the right tools to enable them to do this quickly and effectively.

For companies with limited HR data, the journey toward data-driven HR begins with a thoughtful and strategic approach to data collection and integration. While they may not have an extensive historical dataset, there are still practical steps they can take to build a foundation for data-driven decision-making. Here are some key strategies:

  1. Define Key Metrics and Objectives: Start by identifying the key HR metrics that align with the company’s strategic objectives. Focus on areas such as employee turnover, recruitment success rates, employee engagement, and performance indicators. Having a clear understanding of what data is essential will guide the data collection process.
  2. Implement HR Information Systems (HRIS): Invest in an HRIS or HR software that enables data collection and storage in a centralized and organized manner. HRIS can help capture essential employee information, such as demographics, job roles, performance evaluations, and training records.
  3. Design Data Collection Mechanisms: Implement employee surveys, feedback forms, and performance evaluations to gather qualitative and quantitative data directly from employees. These tools can provide valuable insights into employee sentiments, work experiences, and areas that require improvement.
  4. Integrate Existing Data Sources: Explore internal databases and systems, such as payroll, time tracking, and employee records, to gather relevant HR data. Integrating these data sources into the HRIS can create a more comprehensive view of the workforce.
  5. Leverage Third-Party Data: If internal data is limited, consider leveraging external sources of data. Industry benchmarks, employee satisfaction surveys, and government labour statistics can provide valuable context and comparison points for HR metrics.
  6. Start Small and Scale Up: Begin with a few key metrics that are easily measurable and achievable given the available data. As the organization becomes more comfortable with data-driven HR practices, expand the scope and depth of data collection.
  7. Maintain Data Quality and Security: Ensure that data collected is accurate, relevant, and up-to-date. Implement robust data security measures to protect sensitive employee information and comply with data privacy regulations.
  8. Data Analysis and Interpretation: Invest in HR professionals or data analysts who can effectively analyse the collected data and draw actionable insights. The ability to interpret data is crucial in translating raw information into meaningful strategies.
  9. Continuous Improvement: Establish a culture of continuous improvement in data collection and integration. Regularly assess data collection methods, seek feedback from HR teams, and adapt data strategies to align with changing business needs.
  10. Train HR Staff: Provide training and upskilling opportunities to HR personnel to enhance their data literacy and analytical skills. Data-driven decision-making requires a workforce that is confident and capable in handling data effectively.

Which consultancies can help with HR data in business?

Here are some renowned consultancies that were known for their data-driven HR services:

  1. Deloitte: Deloitte is a global consulting firm that offers a range of HR services, including data analytics and workforce planning. Their Human Capital practice focuses on helping organizations use data-driven insights to make better HR decisions, enhance employee experience, and drive business performance.
  2. PwC (PricewaterhouseCoopers): PwC provides comprehensive HR consulting services, and their People and Organization practice emphasizes data analytics and workforce planning. They help clients leverage data to optimize their HR strategies, address talent challenges, and align HR initiatives with business objectives.
  3. KPMG: KPMG’s HR advisory services focus on helping organizations harness the power of data analytics and HR technology. They assist clients in designing data-driven HR strategies, measuring HR performance, and identifying actionable insights to improve workforce management.
  4. Mercer: Mercer is a leading global HR consulting firm that specializes in data-driven HR solutions. They provide analytics-driven insights to help organizations with talent management, compensation and benefits, and overall HR strategy.
  5. Accenture: Accenture’s HR consulting services center around leveraging data and digital technologies to transform HR operations. They assist clients in implementing data analytics tools, developing predictive HR models, and enhancing HR processes through automation.
  6. EY (Ernst & Young): EY’s HR advisory services include data-driven HR solutions to support talent management, workforce planning, and HR technology implementation. They focus on helping organizations optimize their HR functions through the use of data analytics.
  7. Aon: Aon offers HR consulting services that incorporate data analytics and insights. They assist organizations in making evidence-based HR decisions related to employee engagement, performance management, and talent assessment.
  8. Willis Towers Watson: Willis Towers Watson provides data-driven HR consulting services to help organizations with talent management, compensation planning, and employee benefits. They leverage data analytics to inform HR strategies and enhance workforce effectiveness.

Who are the key HRIS providers?

Here are some of the major HRIS providers known for their robust and comprehensive offerings:

  1. SAP SuccessFactors: SAP SuccessFactors is a leading cloud-based HRIS platform that covers various HR functions, including core HR, talent management, employee performance, learning, and workforce analytics. It is known for its scalability and integration capabilities with other SAP solutions.
  2. Workday: Workday is a cloud-based HRIS and ERP system that provides a unified solution for HR, finance, and planning. It offers features like HR management, payroll, talent management, recruitment, and analytics.
  3. Oracle HCM Cloud: Oracle HCM Cloud is a comprehensive HRIS that combines HR, talent management, payroll, and workforce analytics in a single cloud-based platform. It caters to the needs of both large enterprises and mid-sized organizations.
  4. ADP Workforce Now: ADP Workforce Now is a widely-used HRIS solution that offers HR management, payroll, benefits administration, time and attendance tracking, and talent management tools. It is especially popular among small and medium-sized businesses.
  5. Kronos Workforce Ready: Kronos Workforce Ready is a comprehensive HRIS and workforce management solution tailored for mid-sized businesses. It offers features like HR management, payroll, time and attendance, talent acquisition, and employee self-service.
  6. Ceridian Dayforce: Ceridian Dayforce is a cloud-based HRIS that integrates HR, payroll, workforce management, talent management, and benefits administration. It is designed for businesses of all sizes and is known for its user-friendly interface.
  7. BambooHR: BambooHR is an HRIS primarily focused on small and medium-sized businesses. It provides HR features such as employee database management, onboarding, time-off tracking, performance management, and reporting.

Our conclusion

Data-driven HR revolutionizes the traditional human resources function by empowering HR professionals with insights that drive strategic decision-making. By leveraging data and analytics, HR can optimize recruitment, retain top talent, enhance employee engagement, and align HR initiatives with broader business objectives. As technology and analytics continue to advance, data-driven HR will play an increasingly vital role in shaping the future of the workplace.


At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.

For any further insight please speak to our practice lead and Managing Director, James Cumming.

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