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Interview with Annemarie Malchow-Knudsen
Read the interview with Annemarie Malchow-Knudsen, Head of HRIT and Business Inteligence, Maersk Drilling, Denmark
1. What will be the key takeaways from the workshop session you will be in charge of?
The participants will get insight into how HR metrics can get beyond tracking the efficiency of HR processes and become relevant for the operational bottom line and senior leadership members. After the workshop, the participants will have a list of potential metrics and topics for analysis which can put HR on the leadership agenda in their own organizations.
2. Taking HR analytics beyond HR: What are the business benefits for an organization?
Imagine an operational leader facing an issue in the operations department. Something is blocking the road to optimal performance, and he/she cannot identify any broken links in the production/supply chain. Anyhow, there is a negative trend towards red figures at the bottom line. By identifying the right HR metrics and combining them with other business metrics, you will be able to assist the operational manager in focusing on the right things to remove the block. Should he/she focus on engaging the employees more? Develop better mid-level managers? Or is there an issue with the safety mentality?
3. How do you see the future of HR Analytics and its practical implications on the HR department?
I see two directions for HR analytics in the future:
One is through “low hanging fruit”, in terms of using better analytics to support and document HR processes. You can identify inexpediencies in your pay structures to increase retention of critical employee groups, or you can ensure that your training budget is spent on training which does actually have real impact on safety and performance. This is the kind of analysis your CEO would expect from a fact-based HR department. It requires good data and a mindset in HR which includes the willingness to analyse and document its own activities.
The second is the one that will really impact the organization, by combining HR analytics with data from other functions. This will allow not only the HR department but also the business's leaders to see where they will get the most benefit from their efforts: Should they focus on training, leadership development, IT-connectivity, easier ordering of spare parts or better project management to most improve performance? You can only tell if you know the impact of the different factors on operational performance. HR analytics will include the human factor in this equation. You will be surprised what a significant impact this has on employee mood!
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