Data is not just numbers on paper or tables, but through data analysis, we should find problems or laws, analyze and sort out the relationship behind them, find out the reasons, then propose solutions, take actions, and finally feedback and evaluate them to form a management closed loop. For example, the data shows that the company's annual turnover rate has reached 8%, which is 5 percentage points higher than the industry. We need to dig deep into how the high turnover rate of 10% is caused, and we need to take out those data for correlation and comparison, and give countermeasures and conclusions.
2) Implement business-driven data analysis.
The application of data analysis not only stays in the complex disk, but also lies in planning and forecasting. The ability of digital HR is also reflected in how to carry out digital human resource planning, how to improve the ability of personnel analysis (PA), and how to maximize the efficiency of human capital. Such data analysis ability is the key to the transformation of HR role function from transactional to strategic.