What data analysis should HR do? Why?

This is a big problem. Let me start with the data I want: human resource structure analysis, recruitment data, training analysis, personnel efficiency analysis and salary analysis. Because this is something arranged by the company, it will definitely be done! In fact, every company has data to be done by HR, as long as it is done according to the company's requirements.

After graduation, I joined the human resources department of a Hong Kong-funded listed company. Up to now, I have worked in this industry for 9 years and am a member of the human resources industry. The overall data and development of general human resources should be divided into three main stages.

1. The traditional labor and personnel management came into being in the era of mechanized mass production. The representative feature is that the employment relationship between enterprises and employees is simple, and the human resources department is only responsible for transactional work, and the role of human resources is very small. At present, employees are just talking machines for enterprises.

2. The second stage should be human resource management, which appeared around 1980s. At this stage, due to the serious product homogeneity between enterprises, the market competition between enterprises is very fierce. Enterprises began to realize the brand value of products, and enterprises gradually attached importance to the company's product research and development. At this stage, the role of talents is decisive for the long-term development of enterprises. Human resources have become a part of enterprise strategic development, and talents have become enterprise wealth. The focus of enterprise management is no longer just the improvement of production efficiency, but the cultivation of human resources within the enterprise.

3. The stage of human capital appeared in the era of knowledge economy. At this time, the relationship between employees and enterprises is not only employment, but also investment. Employees and enterprises have the same development goals and are driven by interests. Now many enterprises implement employee stock ownership plan, which is very representative.

To put it simply, it focuses on four aspects: selection, education, employment and retention, and extends to data such as recruitment, training, salary, performance, planning, employee relations and corporate culture of human resources.