Which type of data is considered essential for driving HR insights and improving decision-making?

HRIS (Human Resource Information System) data is considered essential for driving HR insights and improving decision-making because it encompasses a comprehensive range of employee-related information. This includes data on employee demographics, compensation, performance metrics, turnover rates, and recruitment statistics, all of which are critical for HR professionals to analyze trends, measure organizational health, and inform strategic decisions.

The quality and specificity of HRIS data allow HR teams to leverage analytics in a way that supports effective workforce planning, talent management, and overall organizational performance. By utilizing this data, HR can uncover insights that align with business objectives, identify areas for improvement, and track the effectiveness of HR initiatives.

In contrast, low-quality data may lead to misleading conclusions and poor decision-making, while non-HR data, although potentially useful in certain contexts, does not provide the depth of insight specifically pertinent to human resources. Specialist analytics data, while it can offer valuable insights, typically requires a framework or data source, such as HRIS data, to provide contextual relevance regarding HR functions. Thus, HRIS data stands out as the foundational component for enhanced decision-making in HR.