Human resources and HR technology: improving people management through data

• HR technology transforms people management by turning workforce data into actionable insight.
• Modern HR systems, including HRIS platforms, support more informed, people-centric decision-making.
• HR analytics enables organisations to improve employee experience, performance, and long-term retention.

Human resources (HR) are central to any functional, happy workplace, where compliance, retention, growth, and worker satisfaction are valued.

In today’s world, HR technology is what drives streamlined HR strategies, allowing organisations to analyse and action workforce data in ways that were previously impossible or at least time-consuming to the point of becoming pointless.

As workforces become more diverse and distributed, HR systems provide the structure and insight needed to make decisions that boost efficiency while keeping worker satisfaction and ethical treatment at the heart of the matter. Using human resource information system (HRIS) platforms and HR analytics, organisations can better understand their employees and create thriving working environments.

In 2024, the global HR technology market was valued at approximately $40-42 billion USD, and is expected to reach $70-$85 billion by 2030. So, what is driving the shift towards HR technology?

The shift towards data-driven people management

When people management decisions rely solely on experience, observation, and anecdotal evidence, the risk of bias and inconsistency is significant. HR technology adds a vital layer of objectivity by grounding decisions in reliable data.

From recruitment and onboarding to development and retention, every stage of the employee lifecycle generates information. When captured within a central HR system, this data becomes a powerful resource. Leaders can identify patterns and the measure outcomes and the impact of HR initiatives with far greater accuracy.

Data-driven people management allows HR professionals to back up their judgment with evidence. This strengthens perspectives and bolsters HR policy making and implementation.

How HR systems support people-centric decision-making

HR systems are designed to organise and connect workforce information. An HRIS acts as a single source of truth, bringing together employee records, job data, compensation, absence, performance, and learning history in one place.

This unified view enables HR departments to see the full picture of the workforce rather than isolated data points. For example, performance outcomes can be analysed alongside training participation or absence trends. These connections help organisations understand the ins and outs of what is happening and why – allowing greater overall comprehension of the realities of the workplace.

People-centric decision-making depends on this level of insight. When HR systems provide clear, accessible data, organisations can tailor policies and interventions to real employee needs, rather than assumptions.

The role of HRIS in modern organisations

An HRIS is the foundation of effective HR software. By centralising data and standardising processes, it reduces administrative burden and improves data quality. Manual spreadsheets and fragmented tools are replaced with automated workflows and consistent records.

Beyond efficiency, an HRIS enables better governance and compliance. Accurate, up-to-date employee data supports reporting obligations and reduces risk. At the same time, self-service functionality empowers employees to manage their own information. This increases transparency and trust.

As organisations grow or adopt hybrid and remote working models, an HRIS provides the scalability and flexibility needed to support a changing workforce. It ensures that HR teams spend less time on administration and more time on strategic, value-adding activities.

Unlocking insight with HR analytics

While an HRIS stores and organises data, HR analytics turns that data into insight. By analysing trends and relationships within workforce information, organisations can improve performance reviews, engagement, and retention.

HR analytics might reveal, for instance, that certain teams experience higher turnover after a specific tenure point, or that participation in development programmes correlates with improved performance ratings. These insights allow HR to intervene earlier and more effectively.

Importantly, HR analytics supports evidence-based decision-making. Rather than relying on assumptions, leaders can evaluate the likely outcomes of different actions, such as changing working patterns, investing in training, or adjusting reward strategies.

Improving employee experience through data

Employee experience has become a key focus for HR, and data plays a crucial role in understanding and improving it. HR systems capture information across touchpoints such as onboarding feedback, engagement surveys, performance conversations, and exit interviews.

When analysed together, this data highlights what employees value most and where pain points exist. For example, onboarding data may show that new hires struggle with clarity around role expectations, prompting improvements to induction processes.

By using HR analytics to listen to employees at scale, organisations demonstrate that feedback is taken seriously. This data-informed approach helps build trust and fosters a culture where employees feel supported and understood.

Supporting fairness, inclusion, and consistency

One of the most powerful benefits of HR technology is its ability to support fairness and consistency in people management. Bias, whether conscious or unconscious, can influence decisions around hiring and pay.

HR systems help offset this risk by standardising processes and providing transparent criteria. Data can be used to monitor diversity metrics, compensation and benefits, equity, and progression rates across different groups, highlighting areas that require attention.

When HR analytics is applied thoughtfully, it enables organisations to design more inclusive policies and measure their effectiveness over time. This reinforces a commitment to equity that is backed by evidence rather than intention alone.

Enabling strategic workforce planning

HR technology also plays a vital role in workforce planning. Understanding current skills, capacity, and future needs is essential for long-term success, particularly in fast-changing markets.

By combining HRIS data with HR analytics, organisations can forecast workforce trends, identify skills gaps, and plan recruitment or development strategies accordingly. Scenario modelling allows leaders to explore the impact of growth, restructuring, or changes in working models before decisions are made.

This strategic perspective positions HR as a key partner to the business, contributing insight that directly supports organisational objectives.

Challenges and considerations in using HR data

While the benefits of HR technology are significant, organisations must approach HR data with care. Data quality is critical; inaccurate or incomplete information can lead to misleading conclusions. Clear ownership, governance, and data standards are essential.

Privacy and ethics are equally important. Employee data is sensitive, and HR systems must comply with data protection regulations while maintaining employee trust. Transparency about how data is used and analysed is a fundamental part of people-centric HR.

Finally, insight only creates value when it leads to action. HR teams must ensure that analytics are accessible and clearly communicated, enabling leaders to make informed decisions rather than being overwhelmed by data.

The future of HR and HR technology

As technology continues to advance, HR systems will become even more intelligent and integrated. Automation, artificial intelligence, and predictive analytics are already shaping the next generation of HR technology.

The focus, however, will remain firmly on people. The most successful organisations will be those that use HRIS platforms and HR analytics not simply to optimise processes, but to enhance the human experience at work.

By investing in the right HR technology and building strong analytical capability, organisations can improve people management through data, creating workplaces that are fairer, more engaging, and better aligned with both employee and business needs.If you're looking for an experienced global HR provider to support your international expansion, look no further. With 30 years' spent supporting businesses of all sizes on their global journeys, Mauve's experts are ready and waiting to help you manage your dispersed teams. Contact us, today.

Frequently asked questions

What is HRIS and why is it important?

HRIS stands for Human Resource Information System. It is important because it centralises employee data, improves efficiency, and provides a reliable foundation for informed HR decision-making.

How does HR analytics support people-centric decisions?

HR analytics identifies patterns and trends in workforce data, helping organisations understand employee needs, predict outcomes, and design policies that improve engagement and performance.

Can HR technology improve employee experience?

Yes, HR technology improves employee experience by capturing feedback, reducing administrative friction, supporting fairness, and enabling data-driven improvements across the employee lifecycle.