Management of business information plays a crucial role in securing competitiveness and development of a company. This means collecting, analyzing, evaluating and interpreting business related information. Ability to analytically examine information is needed for decision making, strategic leadership and organizational development. Analytics means examining numerical business data, searching for similarities and regularities and interpreting those.

One of HR’s most important tasks is to support business. For this, HR needs actual information about personnel, development needs and views how to do it. Information is needed for understanding matters, for making decisions and for creating new information in return.

According to Professor Dave Ulrich from University of Michigan HR professional functions on four different areas which are: strategic human resources management (HR business partner), change and renewal management (change agent), management of basic HR administration (administration expert) and employee guidance and commitment (employee advocate).

Employee engagement, rewarding and follow-up of development play key roles in securing business continuation. Large amount of related information calls for analyzing.

Excel sheets and registers do not support adequate analyzing of information. Other tools are needed for creating real value to business processes. Analytics powered by digitalization is not complicated but it makes complicated matters simpler. Digitalization as such is not an absolute value but all the possibilities it brings can make a difference.

What options do you have in your HR work? Does your present HR software support the targets of your business function and strategic development?

Jaana Sirkiä, Marketing and Communications Manager

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