A data strategy is always important when knowledge is to be generated from various data sources. In HR, data is often available in various databases, IT systems or in Excel spreadsheets. In other words, fragmented siloed data management. The quotation from the HR director of a medium-sized mechanical engineering company that Excel “is the blood in the HR department” is also very true. The problem is that manual work is very error-prone, difficult to update and, above all, time-consuming. The time spent on this can be used more sensibly by the HR department, for example to look after the interests of managers and employees or to (further) develop current strategic topics such as “New Work” and “Employee Experience” in the company This first requires a sensible data strategy, which is then implemented with determination.
The development of a data strategy defines the concrete roadmap for the profitable use of HR data for advanced reporting with a good user experience. For this purpose, goals, challenges and necessary framework conditions are elaborated. In this way, you define how you want to use your personnel-relevant data from internal and, if necessary, external sources in the future according to a structured plan. You can achieve outstanding results with it.