Does Your HR Data Have a Voice?
Does Your HR Data Have a Voice?

Does Your HR Data Have a Voice?

Does your HR data have a voice?  Do you know when it is trying to tell you something important, such as:

  • “Hey – this employee’s review is due . . . “
  • “Ahem – the new benefits plan for Sam Smith is effective today . . . “
  • “Did you know that Don Jones has more than 20 hours of OT this month . . . ?”

Enabling your HR data to speak to you – instead of you going to it – enables you to become a more “data-driven” HR organization and be more responsive to the needs of your employees.

Giving your HR data a voice starts with identifying what you want your HR data to speak with you about. For example, you might not need your data to tell you when an employee’s review is upcoming, but you might want it to tell you if that review becomes overdue.

There are eight conditions under which your HR data should speak to you:

  • Date-sensitive conditions. g., new hires or certifications about to expire.
  • Approaching thresholds. g., employees with excessive overtime or training classes with too few attendees.
  • Exceptions to normal processing. g., excessive pay rate increases or employees who have failed drug tests.
  • Things that have not happened – but should have. g., potential hires who have not been interviewed or visas that have not been renewed.
  • Data Integrity. g., checking to see if phone numbers have the correct number of digits, or that reviews have been fully completed.
  • Trend Analysis. g., an employee whose absenteeism has increased or decreased by ‘x’ percent over a certain time period.
  • Data Inconsistencies. g., an employee on vacation next week who’s also scheduled for an appointment during that same time.
  • Data Changes. g., changes to pay rates or benefits.

Once you identify such conditions, you’ll require a technology that gives a voice to your HR data, and one suchhr data mining technology is Business Activity Monitoring (BAM). BAM solutions monitor your HR data for important conditions and then trigger one or more automated responses. In this way your HR data is the initiator of intelligent actions across your organization.

BAM is a unique combination of four underlying technologies.

First is a Business Intelligence component. BAM is very sophisticated in terms of the types of conditions it monitors within an underlying HR application. And, unlike traditional BI solutions, BAM monitors in an automated manner; it automatically scans HR data for the information that your organization is interested in.

Once a BAM solution identifies the conditions that you’re interested in, the second component — Alerts – takes over. Typically, alerts are delivered via a wide variety of devices, including instant message, email, fax, cell phone, dashboard, Twitter™ and so on.

The third BAM component is Reporting – and is an extension of alerts. In some cases, alert data may be no more than a short text message sent to your cell phone; in other cases, it may be an  analytical report (e.g., “Overtime Analysis”), an employee review form, or even the employee handbook.

And finally there is the Workflow component of BAM. This technology enables a data-driven environment in which the HR data itself not only initiates an awareness within an organization’s HR staff, but goes even further to actually act on that HR data.

For example, a BAM solution that detects that an employee is accruing an unacceptably high amount of overtime could not only notify the employee (and their manager), but could also update the corresponding HR application to disallow OT for that employee.

How has your company’s HR business processes evolved to give a “voice” to your HR data?  If it hasn’t or if you need help, we’re happy to help.   Reach out to us at or give us a call at 949-583-9500.


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