Organizations are struggling in their people analytics capabilities. The top barriers to talent analytics are: lack of staff, lack of resources, poor training, the time to implement, and access to data. The rise in demand for these skills is dramatically increasing, which highlights the importance of big data for HR. Since 2013, the demand for HR professionals with people analytics skills has increased 41% across all HR jobs appearing online.
The lack of analytic skills in HR professionals is one reason for the low adoption rate of the big data for HR. Another factor is the quality of the information used in analytics. Not timely, unreliable, or data not integrated across the talent life cycle will lead some HR professionals to say, “garbage in, garbage out”. With this pulse survey, we seek to understand how organizations are collecting, cleaning, and integrating data for enhancing their human capital decision-making.