[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n
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Here are 5 reasons to develop Workforce Analytics in your organization:<\/p>\n
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Thanks to HR analytics and big data, the HR function now has precise and powerful means to optimize career management and talent management. It has a lot of data on the needs of employees thanks to the various interviews conducted throughout the year, the CV library<\/a>, their professional aspirations such as acquiring new skills, etc. With a view to career development or internal mobility, Big Data algorithms will help to identify the typical profile of the skills repository for the positions to be filled.<\/p>\n With all this data integrated into HR analytics, human resource management can more easily optimize career management and talent management. Indeed, the HR department can set up a career plan for each employee. Similarly, in order to optimize the development prospects of each individual, a personalized training plan can be suggested within the HR analytics tools. As a bonus, if career management policy is well mastered, it can become the employer brand for potential candidates.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n Artificial intelligence introduced in an HRIS solution brings considerable advantages: time saving, efficiency and relevance at all levels of the HR department. It also brings improvements to HR processes.<\/p>\n In terms of career management, artificial intelligence is able to build a customized career plan by using the data from evaluation interviews. It establishes a competency map by employee, which is a repository of the company’s competencies in real time. This mapping of employees’ skills will then be explored by AI to find the best profile that will match the positions to be filled internally. It is also effective for searching for external profiles since it uses the information contained on the CVs of potential candidates. It can therefore operate on job boards or on professional social networks. However, qualitative data from appraisal interviews will remain difficult to exploit, as they do not have a frame of reference.<\/p>\n Artificial intelligence is also formidable in finding the most suitable training according to the wishes of employees in the context of professional development or the acquisition of new skills. This feature can greatly boost employees’ career plans. It can also become a strong employer brand argument in the eyes of potential candidates, and help assert the company’s presence on social networks.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ global_colors_info=”{}”]<\/p>\n Artificial intelligence introduced in an HRIS solution brings considerable advantages: time saving, efficiency and relevance at all levels of the HR department. It also brings improvements to HR processes.<\/p>\n In terms of career management, artificial intelligence is able to build a customized career plan by using the data from evaluation interviews. It establishes a competency map by employee, which is a repository of the company’s competencies in real time. This mapping of employees’ skills will then be explored by AI to find the best profile that will match the positions to be filled internally. It is also effective for searching for external profiles since it uses the information contained on the CVs of potential candidates. It can therefore operate on job boards or on professional social networks. However, qualitative data from appraisal interviews will remain difficult to exploit, as they do not have a frame of reference.<\/p>\n Artificial intelligence is also formidable in finding the most suitable training according to the wishes of employees in the context of professional development or the acquisition of new skills. This feature can greatly boost employees’ career plans. It can also become a strong employer brand argument in the eyes of potential candidates, and help assert the company’s presence on social networks.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n To establish a competency map, the implementation of an HRIS is the ideal solution to simplify and automate the creation of this repository. This competency management software is an interactive and intuitive interface that will really facilitate the work of human resources. With all the available data, the HRIS will create a competency map in a visual and organized way. It highlights:<\/p>\n These visuals allow you to see at a glance the missing skills and the needs of the company for a given period of time. From this observation, it is easier to envisage an increase in the skills of employees who need them.<\/p>\n Some applications dedicated to the identification of competencies also exist on the market and have the advantage of being very flexible for competency management (Wiserskill, 360 Talents….). However, in order to make full use of the competencies, they will have to be connected to the HRIS (annual interviews, other administrative and career data) in order to make the most of this data.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=”on|desktop” _builder_version=”4.27.0″ background_color=”#2029a0″ background_image=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2023\/12\/Bandeau-LB-Data-RH.png” background_size=”contain” background_position=”center_right” width=”100%” width_tablet=”90%” width_phone=”90%” width_last_edited=”on|phone” custom_margin=”||3%||false|true” custom_padding=”50px|400px|50px|55px|true|false” custom_padding_tablet=”50px|55px|50px|55px|true|true” custom_padding_phone=”40px|55px|40px|55px|true|true” background_last_edited=”on|phone” background_enable_image_tablet=”off” border_radii=”on|23px|23px|23px|23px” global_module=”25038″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ 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global_colors_info=”{}”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Workforce analytics, a branch of HR Analytics, consists of analyzing HR data to gain a detailed understanding of the performance and…<\/p>\n","protected":false},"author":27,"featured_media":6524,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","_ayudawp_aiss_exclude":false,"footnotes":""},"categories":[393,516],"tags":[],"metiers":[226],"sujet":[217],"class_list":["post-8450","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-data-en","category-strategic-workforce-planning-en","metiers-hr","sujet-advisory-en"],"acf":[],"yoast_head":"\nThe contribution of artificial intelligence to career management<\/h2>\n
The contribution of artificial intelligence to career management<\/h2>\n
An HRIS to map employee skills<\/h2>\n
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How can you optimize your HR data?<\/h2>\n
See also our feature on “HR strategy management tools”. <\/h3>\n
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A project? A request?A question?<\/h2>\n