The SHRPA Global State of the HR Industry Report identified driving benefits from a robust analytics framework remains a chokepoint for HR across APAC and Middle East. This challenge is especially highlighted in India where 7 in 10 companies lack the tech maturity of integrated HR systems and advanced analytics AI capabilities, severely impacting HR’s ability to deliver business and talent impact

 

In a recent conversation during the Success Navigator Leadership Interview Series, Paul Jacob, Senior Director of Talent and HR Analytics at Happiest Minds Technologies, shared valuable insights on the current challenges and strategies in integrating analytics and AI into HR practices. The discussion centered around overcoming resistance, improving user experience, and enhancing HR's role in the evolving tech landscape.

 

Paul Jacob emphasized that a significant challenge in the HR tech space is the resistance to adopting new technologies, particularly AI and analytics. This resistance stems from insufficient tech leadership, skepticism about AI’s capabilities, and concerns over ethical dilemmas. Moreover, many organizations still view analytics as simple reporting tools rather than predictive models, which limits their potential. He also noted a misalignment between organizational culture and digital transformation goals, making it difficult to integrate new technologies effectively.

 

To overcome these obstacles, Jacob recommends upskilling HR teams by providing hands-on training in AI, data analytics, and relevant tools. Cross-functional collaboration between HR and business leaders is another essential step, as HR must align its strategies with business metrics. Pilot projects involving AI and analytics can also help bridge the gap, ensuring that new technologies are tested and adapted to meet business needs.


Key aspects that enable better analytics impact:

  • Analytics vs. Reporting: HR leaders need to shift from using analytics for simple reporting to utilizing predictive analytics that can forecast future trends and outcomes.
  • Cross-Functional Collaboration: Strong collaboration between HR and business leaders is crucial to ensure alignment between business goals and HR strategies.
  • Customization and Scalability: HR tech solutions should be customized to the organization's specific needs, with scalability in mind.
  • User Experience: Simplified, intuitive interfaces are critical for HR tools to be adopted by a multigenerational workforce.
  • Ethical Data Use: HR must prioritize data privacy and work with vendors that comply with data protection regulations.
  • Skills for 2025: HR leaders must focus on both technical and soft skills, including data analytics, AI, communication, and change management.