MAY 2016HR TECH OUTLOOK8nformation drives decisions." How can one make educated, informed, strategic decisions without data and analytics? Human Resources, as much as any other field, have seen an exponential shift in the amount of Big Data available for analysis. Every week it seems that new technology, new apps, new innovations are being released that will help us make more informed decisions about items from healthcare to workforce planning. With this ever increasing flow of information, how can HR leaders focus on making data driven decisions that align with the strategic priorities of the rest of the C-Suite? How can we synchronize the necessity to create value with the stewardship of our leadership?I have always been interested in innovation and excellence. In my formative years, I gravitated towards a career in technology and engineering. I along with my peers spent much of our time discussing things like Cray Supercomputers and IBM Artificial Intelligence. I was more than a casual observer; I was a curious consumer.More than 25 years of my professional career was spent time at one of the largest transportation companies in the world. Technology, engineering and logistics were integrated daily to produce outcomes that gave us a competitive advantage in a market with low margins and high overhead.The majority of my career was spent in the operations part of the business. I saw how data and analytics was the blood flowing through the veins of the organizational decision making model. I became a student of the power of data analytics. Everything I do, I mean everything, has a measure associated with it. Annually, we would set strategic goals and analytics which would guide our every action. If we operated near the established goals, a successful outcome might be anticipated.In March 2010, I left the hyper competitive world of the private sector and moved to my next In My OpinionBy Omar C. Reid, Former HR Director, City of Houston & Current SVP, Harris Health System"ICreating a Data Driven HROmar C. Reid
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