"There's so much stuff out there, but you want to focus on the things that managers will embrace," Newsome says. The team is currently building predictive analytics and dashboards in the areas of performance reviews, goals management and succession planning. Then managers will get early access to the tools to provide feedback for further development.
"We have a lot of baby boomers who are now five to 10 years away from retirement, and we have to be prepared for that," Newsome says. "The will give us a real picture into what we need to do."
Analyzing data for strategic decision-making has always been a goal for HR, says Newsome. They just didn't know where to start. The efficiencies gained from automating several business processes has allowed McKee to invest in strategic human capital initiatives.
HR now leads the organization in a goal alignment process, for example. The new tools provide the capabilities. But, Newsome points out, "we still have to do the hard work. No piece of software will do that for you. And it's proven to be very difficult work. But we're starting to see the benefits."
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