Dive Brief:
- Although HR departments process data and analyze metrics, few have a designated data analyst role, according to XpertHR's 2020 HR Metrics Survey released July 8. XpertHR's report also discussed the landscape of HR metrics and how companies collect employee feedback.
- Almost all (91%) of the surveyed U.S. employers that analyze at least one HR metric said the task was completed by an HR representative. However, just 15% reported that their HR department has a data analyst or data scientist position, XpertHR found. Almost half (48%) reported that finance staff analyze HR metrics, and 28% said operations workers are involved. A few respondents (4%) said senior leadership completed the analysis. Employers surveyed could choose more than one option for their response, XpertHR noted.
- Employee turnover is a metric the majority (70%) of employers surveyed said they measure. Other top metrics companies analyzed included the time it takes to fill a position (49%), employee absenteeism (44%) and costs associated with training (37%), according to XpertHR. The most common tool for analyzing HR metrics is Excel, followed by HRIS platforms. The top three most popular methods of employee feedback gathering are exit interviews, informal discussions and feedback surveys.
Dive Insight:
Many employers are required by the U.S. Equal Employment Opportunity Commission (EEOC) to report some employment data.
The EEO-1 report, for example, is a survey that requires an organization's employment data to be categorized by race and ethnicity, gender and job category. The data is used to enforce civil rights and to "analyze employment patterns, including representation of women and minorities within companies, industries or regions," according to the EEOC. In May, due to the COVID-19 pandemic, the agency delayed the opening of its 2019 EEO-1 Component 1 data collection, and the 2020 EEO-3 and EEO-5 data collections as well. The EEOC advised filers to begin preparing 2021 data submissions.
Along with analyzing and providing government data, some HR departments collect data for internal use on employee behavior, such as engagement and productivity, to better understand the status of the workforce. As data analysis becomes more essential, HR departments need professionals with the primary role of data analysis, according to Andrew Hellwege, surveys editor at XpertHR.
"While HR is almost always involved in analyzing HR metrics, data analyst positions focused on HR metrics are the exception rather than the rule," Hellwege said in a statement. "As data and analytics continue to grow in importance, investing in this type of analyst position may help organizations strengthen their workforce management and ultimately better achieve their business objectives."
Recruiting, another HR function, can benefit from data collection. Amid the pandemic, recruiting leaders are leaning on the use of technology in collecting candidate data, according to experts.