How HR Tech can create data-driven and purpose-based organizations

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How HR Tech can create data-driven and purpose-based organizations

Organizations have started moving a step closer to advancing technologies every day. These technological advancements that an organization undergoes can have a huge impact on their HR department. With the implementation of correct HR solutions, a company can conquer new horizons in their internal processes and marketing strategies.

“Data-driven and purpose-based functioning is the core requirement for successful establishment.”

On examining the terms, data-driven, and purpose-based, we realize how these terms are interrelated. For instance, only when teams are data-driven and purpose-based they can function well and sail through tough situations. The primary responsibility of managing data and setting a purpose falls on the HR department and the senior leadership of any company. Thus, knowing how to create and maintain an organization that is data-driven and purpose-based is extremely essential.

Why would companies be disoriented and purposeless?

Organizations focus on qualitative aspects when it comes to measuring key output areas. Assembling and managing data can be a tiring task especially when the employees are unadapted to new technology. Teams lose focus on their driving purpose in a lack of proper direction to accommodate new tasks and functions.

However, the need of the hour is a workable balance between both qualitative and quantitative aspects. Teams are required to collect, analyze, and re-purpose data to face the blows of difficult times. The appraisal and validation of the employee can be provided only when data regarding them is kept safe. As responsible HR Managers, it is needless to define the need for data security especially when it concerns financial aspects.

Since India has still not entirely transitioned towards technology in the workplace, every organization has to work towards enriching the employee experience and engagement. Companies should not only focus on providing monetary benefits,but they must also prioritize giving value-based additions in the individual development of their workforce.

Why is data-driven and purpose-based culture important?

A data-driven organization can achieve targets faster. The decision-making process also speeds up in the teams. Companies backed with data speak with facts and not mere assumptions. A data-driven company’s resources are allocated well and, in turn, the ultimate output is maximized.

A Purpose-based culture is more of an aspirational environment. A purpose-based company as a whole has clearly defined objectives and the direction on which it has to go. They know the very basic reason behind their existence and growth. An organization that values its employees involves them in decision-making and lets them voice their opinions. Connecting people to their purpose is the major role of the HR department in any organization. HRs should create a framework which clearly determines the purpose for which a candidate is added to the team. HR should also inculcate his purpose-based culture in other teams for the organization’s benefit.

The hurdles in creating a purpose-based and data-driven organization 

  • Adapting to advancing HR technologies – Small organizations and enterprises find it difficult to adapt to the rapid change in technology as some find it difficult to learn new techniques while others cannot afford it. Technology is required by all and despite that, the majority disapprove of it. It is rightly being said that:

“The illiterates of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and RELEARN.”

  • Humans choose to believe in intuitive feelings – People build a workforce and they have their faith vested in their intuitions. When a feeling like that of intuition comes into the picture even an intelligent employee tends to ignore the data facts presented to him/her.
  • The misconception that data assimilation is time-consuming – If you are still following the traditional methods of data entry using excel sheets and physical papers, then your processes are redundant. In short, you are neglecting the fact that some employees with hands-on experience in handling data can get your job done precisely.
  • Employees not being valued – Organizations are losing focus on their purpose behind existence. It is highly ironic for senior management to expect their teams to be purpose-driven when they themselves are unclear about their own objectives.

How HR Tech creates data-driven and purpose-based organizations?

First, let’s discuss how HR tech helps create a company that is data-driven?

The everyday advancements in technology help data become democratized. Through HR tech solutions a company can have data assimilated without any irregularities and reach their target audience in time. A democratized data is in its most useful form as it ensures that every concerned individual is benefited from it.

Another issue of HR leaders that HR Tech resolves is that it increases transparency in data management. This is done by making the accumulated data accessible to the reach of those who require it. For instance, while awarding appraisal to employees, give them the advantage of reviewing data regarding their performance in comparison to their teammates. Technology can help deliver this data in a meaningful and quantitative manner. This will nullify the scope of clashes.

In data-driven organizations, the HR department can compare and analyze the performances of their previous recruitments and make informed decisions for the forthcoming times.

Other examples of how HR Tech rules a data-driven organization include the prevention of all forms of data-thefts, mismanagement of data, decisions made on intuitions, and assumptions.

Now coming to benefits reaped by purpose-based organizations through HR Tech.

When it comes to targets, the fact that HR managers’ target is to hire, manage, and enable a doubt free experience for the employees of their organization cannot be denied. A company should first define the purpose, this makes it easier for HRs to look for the right candidate who fits a specific job role. These are those candidates who have the required qualifications and also their skills match the ultimate purpose.

Organizations can also devise activities and training to drive the purpose which is the basis of the organization through HR Technology. HR managers can take help in retaining talent of their organizations by analyzing their performance on the grounds of purpose. The managers can gather and promote the purpose of their organization seamlessly through HR Technology. This will remove the risks of losing focus on the purpose amid the chaos of other goals requiring immediate attention.

How to retain focus on being data-driven and purpose-based?

Let us see how an organization can maintain their qualities with stability. A notable fact is that companies that are data-driven and purpose-based can gain both qualitative and quantitative employees and customers. Any organization must choose the best HR Tech solutions to remain stable. The chosen HR Tech solution must be used to its maximum potential to maintain stability.

Companies can maintain growth and organizational agility by adapting to ongoing changes. Therefore, companies must be flexible and resourceful enough to be able to cope with transitions called or uncalled for. We must learn from our mistakes and HR Tech solutions can help practice this in real-life situations.


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