HR Data stories: Enterprise Rent-a-Car and Unilever

Leigh and James are immersed in the world of HR information. Enterprise Rent-a-Car and Unilever are both global organisations that place a lot of importance on the gathering and interpreting of workforce data. We interviewed them to find out more about the data they collect, and how they use it.

Leigh Lafever-Ayer: HR Director UK & Ireland, Enterprise Rent-a-Car

Leigh tells us about the closed talent system at Enterprise – 99% of promotions are from within the organisation – and explains that this means that the company needs to know a lot about its talent. The HR team ‘use the data to tell a story’ about why people are attracted to work at the company, and where they’ve come from, while being transparent about the collection and use of data in the organisation:

'It’s about knowing what we’re doing, and what’s important to the business. It’s  about telling people why the data is important, and what that means to the business.'

James Stringer: Director, HR Information, Unilever

James tells us Unilever’s data story, starting around seven years ago when the HR function was globalised. With a new HR operating framework, and a single system in place for all 104 countries, it was important that they also had global definitions and people metrics. As James explains, doing this put them in a very strong position – it ‘opened up the power of information’.

James tells us about the 78 core HR metrics that Unilever collects about every employee, and then about additional data such as talent management information, and people survey data. They’ve got to the stage where ‘doubting of the data is off the agenda’, and people no longer challenge HR figures and information:

'To be able to know what’s happening where, anywhere in the world in Unilever, with three or four years of history on our systems, is quite amazing.'

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