{"id":90256,"date":"2023-04-11T19:08:11","date_gmt":"2023-04-12T02:08:11","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=90256"},"modified":"2024-11-18T19:34:54","modified_gmt":"2024-11-19T03:34:54","slug":"paul-rubenstein-hr-data-is-business-data","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/paul-rubenstein-hr-data-is-business-data\/","title":{"rendered":"Paul Rubenstein: \u2018HR Data Is Business Data\u2019"},"content":{"rendered":"\n<div class=\"wp-block-ht-block-toc is-style-contrasted htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"closed\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-align-yourself-with-the-business\">Align yourself with the business<\/a><\/li><li class=\"\"><a href=\"#h-give-power-and-data-to-the-people\">Give power \u2014 and data \u2014 to the people<\/a><\/li><li class=\"\"><a href=\"#h-share-something-teach-something\">Share something, teach something<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p>We\u2019re at an inflection point in how we use people data \u2014 and the decisions you make will spell out success or failure for your organization.&nbsp;<\/p>\n\n\n\n<p>That\u2019s why <a href=\"https:\/\/www.linkedin.com\/in\/paulrubensteinhr\/\" target=\"_blank\" rel=\"noreferrer noopener\">Paul Rubenstein<\/a>, chief people officer at <a href=\"https:\/\/www.visier.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Visier<\/a>, is a fierce advocate for using people analytics to drive business transformation. &#8220;There&#8217;s a world where there&#8217;ll be winners and losers, managers and organizations who really harness the power of data about people and understand that people data is business data,\u201d Rubenstein says. \u201cThey will outperform those companies who rely only on inertia and tradition.&#8221;<\/p>\n\n\n\n<p>Rubenstein is sharing his perspective on people analytics during our <a href=\"https:\/\/golive.on24.com\/event\/4110262\/registration\">EmpowerHR virtual summit<\/a>. Ahead of the event, we caught up with Rubenstein to learn more about the future of HR data analytics.<\/p>\n\n\n\n<figure class=\"wp-block-pullquote\"><blockquote><p><strong>&#8220;There&#8217;s a world where there&#8217;ll be winners and losers, managers and organizations who really harness the power of data about people and understand that people data is business data.&#8221;<\/strong><br><\/p><cite>\u2014 Paul Rubenstein, Chief People Officer, Visier<\/cite><\/blockquote><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-align-yourself-with-the-business\">Align yourself with the business<\/h2>\n\n\n\n<p>The first step to using HR data most effectively is to prioritize what\u2019s most important to the business. \u201cWhat HR thinks is interesting to the business isn&#8217;t always true,\u201d Rubenstein says. \u201cYou really have to have an outside-in lens.\u201d<\/p>\n\n\n\n<p>The initiatives HR traditionally invests in won\u2019t enable transformation. \u201cHR has to understand how it\u2019s spending its time and money,\u201d Rubenstein says. \u201cYou will not get greatness out of process efficiency, and your HRIS is not going to take you to the next level of people insights \u2014 and there\u2019s a diminishing return to the amount of money you spend on it.\u201d<\/p>\n\n\n\n<p>So what should HR focus on to support effective business transformation? \u201cIt&#8217;s the new sets of data and the new sets of information \u2014 skills, sentiment, network. \u2026 Those are the things that HR needs to shift and start investing in,\u201d Rubenstein says.<\/p>\n\n\n\n<figure class=\"wp-block-pullquote\"><blockquote><p><strong>&#8220;You will not get greatness out of process efficiency, and your HRIS is not going to take you to the next level of people insights \u2014 and there\u2019s diminishing return to the amount of money you spend on it.&#8221;<\/strong><br><\/p><cite>\u2014 Paul Rubenstein<\/cite><\/blockquote><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-give-power-and-data-to-the-people\">Give power \u2014 and data \u2014 to the people<\/h2>\n\n\n\n<p>One of HR\u2019s most aspirational goals, Rubenstein says, is to eliminate the need for the function. \u201cA long time ago,\u201d he says, \u201cI had a boss who told me the goal of HR is to help everybody make such good people decisions that HR is no longer needed.\u201d<\/p>\n\n\n\n<p>For HR leaders to achieve their highest goals, they must empower leaders, managers, and employees to make the best possible decisions \u2014 and that requires data. Unfortunately, too many organizations don\u2019t give everyone access to the same data.&nbsp;<\/p>\n\n\n\n<p>\u201cHR data is business data,\u201d Rubenstein says, and these critical datasets can\u2019t deliver full value while they\u2019re locked up in your HRIS. \u201cYou can\u2019t be the shepherd, steward, or gatekeeper of this data,\u201d he continues. \u201cWhy would you handcuff your managers from making the best business decisions, especially when it comes to people?\u201d<\/p>\n\n\n\n<p>The business is better off when HR business partners stop gatekeeping data and start using it \u2014 and so is HR. This fundamental shift, however, \u201chas implications for how HR is structured and what the delivery model is,\u201d Rubenstein says. HR teams of the future will need a new skill set: knowing how to manage, interpret, and distribute data to the right people at the right times.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-share-something-teach-something\">Share something, teach something<\/h2>\n\n\n\n<p>Communicating data to people in the field \u2014 leaders, managers, and individual workers \u2014 is one of HR\u2019s greatest strategic challenges. But teaching stakeholders how to <em>use<\/em> that data could be an even greater challenge. \u201cSo the question is,\u201d Rubenstein says, \u201chow do you use data, analytics, stories, a mirror to a set of decisions?\u201d<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>HR teams of the future will need a new skill set: knowing how to manage, interpret, and distribute data to the right people at the right times.<\/p>\n<\/blockquote>\n<\/blockquote>\n\n\n\n<p>HR\u2019s next evolution will be moving past dashboards to deliver repeatable actions downstream in the workforce. \u201cThe next realization of value in HR isn&#8217;t actually the creation of insights,\u201d Rubenstein says. \u201cIt&#8217;s showing people what to <em>do<\/em> with them.\u201d<\/p>\n\n\n\n<p>Business transformation may start inside HR, but it can\u2019t stay there. \u201cYou need to be able to make lots of small decisions that are distributed outside HR in order to get a talent outcome that changes business outcomes,\u201d Rubenstein says. Those outcomes depend on having an informed, educated workforce that understands how to use data in their decision-making.<\/p>\n\n\n\n<p>\u201cThe challenge is figuring out what is signal and what is noise, and understanding that the data is there to enhance, confirm, and direct your instincts,\u201d Rubenstein says. Think of this like driving a car: We know what to do instinctually, but we still use data-based tools to account for traffic and find the best path forward. In the workplace, HR might coach managers to use data to discover \u201cwho that quiet quitter might be, or who the person really struggling is.\u201d<\/p>\n\n\n\n<p>Going forward, HR\u2019s role will evolve from democratizing data access to showing people how to apply insights in the flow of work \u2014 and make better decisions for people and the business.<\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-1VWUso align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/04\/EHR-2023-Horizontal-1.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:500%;\"><p style=\"color:#2A445E;font-size:36px\">Power to HR at Empower HR<\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/golive.on24.com\/event\/4110262\/registration\" style=\"color:#ffffff;background-color:#2A445E;\">Watch On Demand<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>We\u2019re at an inflection point in how we use people data \u2014 and the decisions you make will spell out success or failure for your organization.&nbsp; That\u2019s why Paul Rubenstein, chief people officer at Visier, is a fierce advocate for using people analytics to drive business transformation. &#8220;There&#8217;s a world where there&#8217;ll be winners and [&hellip;]<\/p>\n","protected":false},"author":139,"featured_media":90269,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3559,59],"tags":[],"featured_location":[],"industry":[],"class_list":["post-90256","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ai-people-analytics","category-strategic-alignment"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Paul Rubenstein on Leading Change Through People Data - Betterworks<\/title>\n<meta name=\"description\" content=\"Paul Rubenstein is a fierce advocate for using people analytics to drive business transformation. 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