{"id":81849,"date":"2026-02-27T10:22:50","date_gmt":"2026-02-27T10:22:50","guid":{"rendered":"https:\/\/www.aihr.com\/?p=81849"},"modified":"2026-03-25T18:11:05","modified_gmt":"2026-03-25T18:11:05","slug":"data-literacy-for-hr","status":"publish","type":"post","link":"https:\/\/www.aihr.com\/blog\/data-literacy-for-hr\/","title":{"rendered":"Data Literacy: An Essential Competency for HR Professionals"},"content":{"rendered":"\n<p>Across industries, organizations use data to improve performance, manage risk, and plan for the future. Leaders now expect HR teams to use workforce insights to guide hiring, retention, and productivity decisions. Yet HR Data Literacy remains the second-lowest-scoring core HR competency, with <a href=\"https:\/\/www.aihr.com\/wp-content\/uploads\/The-future-ready-HR-skills-report_AIHR.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">40% of HR professionals<\/a> saying they don&#8217;t feel confident in their ability to understand and translate data. Besides storytelling and translation, another major challenge lies in applying insights to business decisions, according to <a href=\"https:\/\/www.aihr.com\/leading-hr\/hr-skills-gap-report\/\">AIHR\u2019s HR Skills Gap Report<\/a>.<\/p>\n\n\n\n<p>What is Data Literacy in HR, and why is it so important? What are typical examples of Data Literacy and behaviors of data-literate HR professionals, and how can you become one? Let\u2019s dive in.<\/p>\n\n\n\n<p><em>Contents<\/em><br><a href=\"#What\">What is HR Data Literacy?<\/a><br><a href=\"#T-Shaped\" type=\"internal\" id=\"#T-Shaped\">Data Literacy within AIHR&#8217;s T-Shaped HR Competency Model<\/a><br><a href=\"#Practice\" type=\"internal\" id=\"#Practice\">What does Data Literacy look like in practice for HR professionals?<\/a><br><a href=\"#Why\" type=\"internal\" id=\"#Why\">Why you need to develop Data Literacy<\/a><br><a href=\"#Develop\" type=\"internal\" id=\"#How\">How you can develop Data Literacy<\/a><br><a href=\"#Teams\" type=\"internal\" id=\"#Teams\">How HR leaders can upskill their teams in Data Literacy<\/a><\/p>\n\n\n<div class=\"lazyblock-aihr-colored-boxed-2tUwcA wp-block-lazyblock-aihr-colored-boxed\"><div class=\"gutenberg-colored-boxes-holder columns_1\">\n    <div class=\"gutenberg-colored-boxes-item\" style=\"background-color:#dfdeff\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t   <div class=\"colored-boxes-content\"><h3><strong>Key takeaways<\/strong><\/h3>\n<ul>\n<li data-section-id=\"y0beg9\" data-start=\"168\" data-end=\"370\">Data Literacy enables HR professionals to analyze, interpret, and apply data to inform decisions, improve outcomes, and demonstrate measurable business impact.<\/li>\n<li data-section-id=\"11bivpa\" data-start=\"372\" data-end=\"553\">It combines five core elements: data stewardship, analytical application, ethical data use, data translation, and evidence-based practice.<\/li>\n<li data-section-id=\"1u5h8iz\" data-start=\"555\" data-end=\"744\">Data-literate HR professionals identify patterns, combine multiple data sources, and translate insights into clear, business-relevant conclusions.<\/li>\n<li data-section-id=\"12bq7fz\" data-start=\"746\" data-end=\"942\">Strong Data Literacy allows HR to move beyond reporting by using data to support recommendations, influence decisions, and promote a data-driven culture.<\/li>\n<li data-section-id=\"1ghrrab\" data-start=\"944\" data-end=\"1173\">As organizations generate increasing amounts of workforce data, developing Data Literacy is essential for staying relevant, managing risk, and contributing to organizational performance.<\/li>\n<\/ul><\/div>\n\t\t\t\t\t\t\t <\/div>\n<\/div><\/div>\n\n<div class=\"gaihrpl gaihrpl-2\"><div class=\"gaihrpl-single aaihrpl-142\"><a class=\"gofollow\" data-track=\"MTQyLDIsNjAw\" href=\"https:\/\/www.aihr.com\/courses\/people-analytics-certificate\/?il_id=banner&#038;il_name=pacp&#038;il_creative=pacp-value&#038;il_position=slot2\" target=\"_blank\" rel=\"nofollow\" style=\"display:block;padding-top:20px;\"><img decoding=\"async\" src=\"https:\/\/www.aihr.com\/wp-content\/plugs\/podcast-blog-ads-fade.jpg\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/PACP-Banner-Value.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/PACP-Banner-Value.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/PACP-Banner-Value.png 700w, https:\/\/www.aihr.com\/wp-content\/plugs\/ w\" sizes=\"(max-width: 480px) 360px, (max-width: 960px) 360px, (max-width: 1280px) 700px, 750px\" style=\"box-shadow: 0px 0px 20px 5px rgb(46 61 73 \/ 15%);display: block;margin: auto; border-radius:19px;\" class=\"small_ad\" \/><\/a>\r\n<br><\/div><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"What\">What is HR Data Literacy?<\/h2>\n\n\n\n<p>Data literacy for HR refers to the ability to analyze, interpret, communicate, and apply data-driven insights to inform people decisions, improve outcomes, and demonstrate measurable business impact.&nbsp;<\/p>\n\n\n\n<p>Data-literate HR professionals think critically about what the data shows them, draw relevant information from that data, and know how to apply the appropriate data to specific purposes.&nbsp;<\/p>\n\n\n\n<p>The Data Literacy competency, as defined by AIHR, consists of five distinct dimensions that are core to every HR professional\u2019s data skill set. These are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"#Stewardship\" type=\"internal\" id=\"#Stewardship\">Data Stewardship<\/a><\/li>\n\n\n\n<li><a href=\"#Application\" type=\"internal\" id=\"#Application\">Analytical Application<\/a>&nbsp;<\/li>\n\n\n\n<li><a href=\"#Ethics\" type=\"internal\" id=\"#Ethics\">Ethical Data Use<\/a>&nbsp;<\/li>\n\n\n\n<li><a href=\"#Translation\" type=\"internal\" id=\"#Translation\">Data Translation<\/a><\/li>\n\n\n\n<li><a href=\"#Evidence\" type=\"internal\" id=\"#Evidence\">Evidence-Based Practice<\/a>.<\/li>\n<\/ul>\n\n\n\n<p>Let\u2019s break these down.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"Stewardship\">Data Stewardship<\/h3>\n\n\n\n<p>This dimension concentrates on maintaining the accuracy, reliability, and completeness of data across its lifecycle. Adhering to legal, ethical, and organizational standards for data collection, use, and storage, and taking ownership of the quality and appropriate use of data in HR decision-making are important elements here.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"Application\">Analytical Application<\/h3>\n\n\n\n<p>Data Literacy revolves around knowing how to apply structured thinking and analytical techniques to generate insights from data. This includes integrating multiple data points to develop clear, evidence-based perspectives and drawing logical conclusions.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"Ethics\">Ethical Data Use<\/h3>\n\n\n\n<p>HR professionals play a critical role in assessing data credibility and identifying and mitigating bias in data, interpretation, and decision-making. They balance innovation with ethical responsibility and compliance in all data practices.&nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"Translation\">Data Translation<\/h3>\n\n\n\n<p>A key part of Data Literacy for HR involves the ability to translate data into clear, compelling, and actionable insights. This includes presenting data in accessible formats, connecting data findings to business and people outcomes, and tailoring the message, tone, and details to different audiences.&nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"Evidence\">Evidence-Based Practice<\/h3>\n\n\n\n<p>This dimension is about integrating data-driven insights into HR and business decisions. It emphasizes the use of metrics and analytics to demonstrate HR\u2019s impact on performance and results. Promoting a data-driven culture across the organization is also an important element here.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"T-Shaped\">Data Literacy within AIHR&#8217;s T-Shaped HR Competency Model<\/h2>\n\n\n\n<p>Data Literacy is one of the six core HR competencies in AIHR\u2019s <a href=\"https:\/\/www.aihr.com\/hr-competency-model\/\"><mark>T-Shaped HR Competency Model<\/mark><\/a>. The remaining five are:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.aihr.com\/blog\/business-acumen-for-hr-professionals\/\">Business Acumen<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.aihr.com\/blog\/digital-agility-for-hr\/\" type=\"link\" id=\"https:\/\/www.aihr.com\/blog\/digital-agility-for-hr\/\">Digital Agility<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.aihr.com\/blog\/ai-fluency\/\">AI Fluency<\/a>&nbsp;<\/li>\n\n\n\n<li><a href=\"https:\/\/www.aihr.com\/blog\/people-advocacy-for-hr-professionals\/\">People Advocacy<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.aihr.com\/blog\/execution-excellence\/\">Execution Excellence<\/a>.<\/li>\n<\/ol>\n\n\n\n<p>The T-Shaped HR Competency Model by AIHR defines the competencies HR professionals need to perform effectively and create business impact, both now and in the future. It combines breadth across six core HR competencies with deeper expertise in one or more functional areas.<\/p>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69fa9cbaf2c83&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69fa9cbaf2c83\" class=\"wp-block-image size-large is-resized pin-image wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"761\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.aihr.com\/wp-content\/uploads\/T-shaped-Data-Literacy-1024x761.png\" alt=\"Data Literacy is one of the core competencies in AIHR's T-Shaped HR Competency Model.\" class=\"wp-image-330774\" style=\"width:1097px;height:auto\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/T-shaped-Data-Literacy-1024x761.png 1024w, https:\/\/www.aihr.com\/wp-content\/uploads\/T-shaped-Data-Literacy-300x223.png 300w, https:\/\/www.aihr.com\/wp-content\/uploads\/T-shaped-Data-Literacy-768x571.png 768w, https:\/\/www.aihr.com\/wp-content\/uploads\/T-shaped-Data-Literacy-1536x1142.png 1536w, https:\/\/www.aihr.com\/wp-content\/uploads\/T-shaped-Data-Literacy-2048x1522.png 2048w, https:\/\/www.aihr.com\/wp-content\/uploads\/T-shaped-Data-Literacy-510x379.png 510w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Practice\">What does Data Literacy look like in practice for HR professionals?<\/h2>\n\n\n\n<p>HR professionals with robust Data Literacy know how data-driven HR can elevate their work, how to apply it thoughtfully, and help others in the organization build their own Data Literacy. They are also better equipped to collaborate with other data-driven functions within their organization. An HR professional with strong Data Literacy will display behaviors such as these:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-identifying-trends-combining-data-and-drawing-conclusions\">Identifying trends, combining data, and drawing conclusions<\/h3>\n\n\n\n<p>Data-literate HR professionals analyze data to identify trends, patterns, and basic correlations. They know how to combine multiple data points and interpret HR and business data to explain and predict outcomes. Data Literacy also means using data to come to conclusions and communicating findings that are relevant to the business.<\/p>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69fa9cbaf3123&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69fa9cbaf3123\" class=\"wp-block-image size-large pin-image wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-1024x1024.png\" alt=\"The data pyramid is about moving from having data to drawing practical, actionable insight from it.\" class=\"wp-image-331619\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-1024x1024.png 1024w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-300x300.png 300w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-150x150.png 150w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-768x768.png 768w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-400x400.png 400w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-510x510.png 510w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-200x200.png 200w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-24x24.png 24w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-48x48.png 48w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog-96x96.png 96w, https:\/\/www.aihr.com\/wp-content\/uploads\/The-Data-Pyramid-Blog.png 1080w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-demonstrating-hr-s-contribution-with-data-and-promoting-a-data-driven-culture\">Demonstrating HR\u2019s contribution with data and promoting a data-driven culture<\/h3>\n\n\n\n<p>A data-literate HR professional sets strategic metrics to understand how their department is contributing to the rest of the organization and how successful it is in executing the HR strategy.<\/p>\n\n\n\n<p>They apply evidence to improve HR and business practices and use data to support HR recommendations. These professionals track and explain how HR data is linked to business outcomes using metrics and analytics. Finally, they encourage peers to base recommendations on data and evidence, and promote a data-driven culture across the organization.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-ensuring-data-integrity-governance-and-accountability\">Ensuring data integrity, governance, and accountability<\/h3>\n\n\n\n<p>Maintaining and reviewing the accuracy, reliability, and completeness of data is a key behavior of data-literate HR professionals. They implement controls and validation processes to ensure high data quality.<\/p>\n\n\n\n<p>HR practitioners with strong Data Literacy adhere to legal, ethical, and organizational standards for data collection, use, and storage, and follow data governance policies to manage and protect sensitive information. Finally, they acknowledge responsibility for the quality and appropriate use of data in HR decision-making.<\/p>\n\n\n<div class=\"lazyblock-one-two-Z2ik0Fy wp-block-lazyblock-one-two\"><div class=\"gutenberg-quote-columns one_column\">\n\t<div class=\"gutenberg-quote-column\">\n\t\t      \n\t\t     \t\t\t\t\t     <div class=\"gutenberg-quote-column-content\"><h3>Make data your competitive advantage in HR<\/h3>\n<p data-start=\"324\" data-end=\"572\">As HR becomes more data-driven, professionals who can read, interpret, and communicate data effectively are increasingly valuable. Organizations expect HR to contribute insights \u2014 not just reports \u2014 and to support smarter, evidence-based decisions.<\/p>\n<p data-start=\"574\" data-end=\"727\">To strengthen your role and stay relevant, you need practical data skills and the confidence to translate numbers into meaningful business conversations.<\/p>\n<p data-start=\"574\" data-end=\"727\">With AIHR\u2019s <a href=\"https:\/\/www.aihr.com\/courses\/people-data-business-insights-certification\/?il_id=ctr&amp;il_name=emoji-box-and-link-in-article&amp;il_position=none\" target=\"_blank\" rel=\"noopener\">People Data &amp; Business Insights Certificate Program<\/a>, you will learn to:<\/p>\n<p>\u2705 Interpret HR data and identify trends that matter to the business<br \/>\u2705 Apply Data Literacy to support better decision-making<br \/>\u2705 Communicate insights clearly to stakeholders and leaders<br data-start=\"967\" data-end=\"970\" \/>\u2705 Connect people metrics to broader business performance outcomes<\/p>\n<p>\ud83c\udf93 Build your Data Literacy and grow your strategic influence in HR.<\/p>\n<div style=\"text-align: center;\">\n<div class=\"wp-block-button has-custom-font-size has-medium-font-size\"><a class=\"wp-block-button__link has-white-color has-text-color has-background has-link-color wp-element-button\" style=\"border-radius: 5px; background-color: #30206b; padding: 15px 30px; font-size: 18px;\" href=\"https:\/\/www.aihr.com\/courses\/people-data-business-insights-certification\/?il_id=ctr&amp;il_name=emoji-box-and-button-in-article&amp;il_position=none\" target=\"_blank\" rel=\"noopener\" data-darkreader-inline-bgcolor=\"\">GET STARTED<\/a><\/div>\n<\/div><\/div>\n              \n\t<\/div>\n\t \n<\/div><\/div>\n\n\n<h3 class=\"wp-block-heading\" id=\"h-promoting-and-demonstrating-ethical-data-use\">Promoting and demonstrating ethical data use<\/h3>\n\n\n\n<p>An HR professional with good Data Literacy reviews <a href=\"https:\/\/www.aihr.com\/blog\/hr-data-sources\/\" type=\"link\" id=\"https:\/\/www.aihr.com\/blog\/hr-data-sources\/\">data sources<\/a> for accuracy and reliability before use. They also know how to identify and mitigate bias in data, interpretation, and decision-making, and apply ethical judgment, considering ethics, innovation, and risk to make balanced decisions.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-visualizing-data-and-telling-meaningful-data-stories\">Visualizing data and telling meaningful data stories<\/h3>\n\n\n\n<p>HR professionals with well-developed Data Literacy know how to present data in an accessible, accurate format that clarifies the data for a specific audience. They communicate insights through meaningful narratives using examples that connect data to outcomes. These professionals are also able to adapt the message, detail, and tone to engage and influence different audiences.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<h3 class=\"wp-block-heading\" id=\"h-data-literacy-in-action-a-real-life-example\">Data Literacy in action: A real-life example<\/h3>\n\n\n\n<p><\/p>\n\n\n\n<p><a href=\"https:\/\/explore.visier.com\/sunstate-equipment\/\" type=\"link\" id=\"https:\/\/explore.visier.com\/sunstate-equipment\/\" target=\"_blank\" rel=\"noreferrer noopener\">Sunstate Equipment Company<\/a>, a provider of equipment and tool rentals for construction and industrial clients, began examining the connection between workforce trends and business performance. The HR team identified a pattern: with high turnover and increasing overtime, the company\u2019s ability to service customers dropped, directly affecting revenue.<\/p>\n\n\n\n<p>By implementing a people and workforce analytics platform, HR uncovered clear correlations between declining staffing levels, rising overtime, and lower equipment utilization. These insights allowed the team to present evidence-based recommendations and support leadership in taking targeted action to improve retention and stabilize operations.<\/p>\n\n\n\n<p>As a result, Sunstate reduced turnover by 50% and lowered overtime by 10%. By applying data to guide action, HR moved from reporting workforce metrics to influencing measurable business outcomes.<\/p>\n<\/blockquote>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Why\">Why you need to develop Data Literacy<\/h2>\n\n\n\n<p>As <a href=\"https:\/\/www.aihr.com\/blog\/hr-digital-transformation\/\">HR digital transformation<\/a> continues in many organizations, there is an abundance of data generated from digital processes. HR professionals, therefore, need to be able to filter what is relevant (and what isn\u2019t) from this deluge of information.&nbsp;<\/p>\n\n\n\n<p>Here\u2019s why you should focus on developing Data Literacy:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Use metrics and analytics to demonstrate HR\u2019s contribution to performance and results<\/li>\n\n\n\n<li>Identify trends and patterns that explain workforce or business dynamics<\/li>\n\n\n\n<li>Visualize and simplify data and translate them into meaningful stories<\/li>\n\n\n\n<li>Make evidence-based decisions to mitigate risks and improve the quality of <a href=\"https:\/\/www.aihr.com\/blog\/hr-service-delivery\/\">HR service delivery<\/a><\/li>\n\n\n\n<li>Adhere to legal, ethical, and organizational standards for data collection, use, and storage<\/li>\n\n\n\n<li>Achieve operational efficiency and create business impact through the <a href=\"https:\/\/www.aihr.com\/blog\/hr-value-chain\/\">HR value chain<\/a><\/li>\n\n\n\n<li>Maintain data accountability and ensure an appropriate use of data in HR decision-making<\/li>\n\n\n\n<li>Help increase the <a href=\"https:\/\/www.aihr.com\/blog\/productivity-metrics\/\">productivity<\/a> and profit of the organization while staying competitive<\/li>\n\n\n\n<li>Build transparency and trust by promoting an ethical, fair, inclusive, and responsible use of people and business data<\/li>\n\n\n\n<li>Encourage evidence-based thinking across the organization<\/li>\n\n\n\n<li>Find and create new opportunities and explore different ways to solve problems<\/li>\n\n\n\n<li>Future-proof your <a href=\"https:\/\/www.aihr.com\/hr-career-hub\/\">HR career<\/a> by gaining skills that remain relevant and make you stand out from those who linger in the traditional approach to HR.<\/li>\n<\/ul>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69fa9cbb003ae&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69fa9cbb003ae\" class=\"wp-block-image size-large pin-image wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-1024x1024.png\" alt=\"What data literacy looks like in HR in practice.\" class=\"wp-image-331617\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-1024x1024.png 1024w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-300x300.png 300w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-150x150.png 150w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-768x768.png 768w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-400x400.png 400w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-510x510.png 510w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-200x200.png 200w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-24x24.png 24w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-48x48.png 48w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog-96x96.png 96w, https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Blog.png 1080w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Develop\">How you can develop Data Literacy<\/h2>\n\n\n\n<p>Developing Data Literacy is about fostering the curiosity, confidence, and critical thinking required to work with data in an efficient, measurable, and understandable way. While some organizations are making Data Literacy a priority for their HR staff, many people will likely be on their own to cultivate it. Here are six practical ways to build this core competency:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-familiarize-yourself-with-data-driven-working\">1. Familiarize yourself with data-driven working<\/h3>\n\n\n\n<p>Although it\u2019s not necessary to have advanced math or tech skills, you should be proactive and adopt a data-friendly mindset. Instead of being intimidated by data, embrace the idea that learning this set of valuable skills will help you do your job better and make you a more future-ready HR practitioner.<\/p>\n\n\n\n<p>Find the type of Data Literacy instruction that works for you. If your company offers training, even if it\u2019s initially been developed for another function, take advantage of it; you can probably find ways to view it through the eyes of HR.<\/p>\n\n\n\n<p>Another option is independent training through a self-paced, online course on, for instance, <a href=\"https:\/\/www.aihr.com\/courses\/people-data-business-insights-certification\/\" type=\"link\" id=\"https:\/\/www.aihr.com\/courses\/people-data-business-insights-certification\/\"><mark>People Data and Business Insights<\/mark><\/a> or <a href=\"https:\/\/www.aihr.com\/courses\/people-analytics-certificate\/\"><mark>People Analytics<\/mark><\/a>. Practical examples can help you understand the concepts, and then you can put the knowledge and skills into practice.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-partner-with-your-hr-data-analyst-or-data-teams-to-find-relevant-data\">2. Partner with your HR data analyst or data teams to find relevant data<\/h3>\n\n\n\n<p>Connect with a data specialist like an <a href=\"https:\/\/www.aihr.com\/blog\/hr-analyst-role\/\">HR Analyst<\/a> within your organization (if there is one, if not, look for a data expert in another department) and ask them your questions. Take advantage of their proficiency and learn how you can leverage data to make decisions and improve processes.&nbsp;<\/p>\n\n\n\n<p>Internal knowledge exchange sessions are an excellent way to enhance your data and analytics abilities. These can be quite simple. For example, hold an informal \u2018lunch-and-learn\u2019 session focused on a specific data-related skill. You and other HR staffers can learn something new, and the data specialists will see how their expertise relates to key <a href=\"https:\/\/www.aihr.com\/blog\/human-resources-functions\/\">HR functions<\/a>. This can encourage cohesion and collaboration.&nbsp;<\/p>\n\n\n\n<p>Working together, you can find <a href=\"https:\/\/www.aihr.com\/blog\/hr-data-sources\/\">relevant data<\/a> about certain areas, such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Skills gaps within the organization<\/li>\n\n\n\n<li>Predicting the <a href=\"https:\/\/www.aihr.com\/blog\/attrition-rate\/\">attrition rate<\/a><\/li>\n\n\n\n<li>The success of an <a href=\"https:\/\/www.aihr.com\/blog\/employee-referral-program\/\">employee referral program<\/a>.<\/li>\n<\/ul>\n\n\n<div class=\"gaihrpl gaihrpl-1\"><div class=\"gaihrpl-single aaihrpl-302\"><a class=\"gofollow\" data-track=\"MzAyLDEsNjAw\" href=\"https:\/\/www.aihr.com\/hr-resources\/hr-metrics-cheat-sheet\/?il_id=special&#038;il_name=metrics-cheat&#038;il_creative=purple&#038;il_position=slot3\" target=\"_blank\" rel=\"nofollow\" style=\"display:block;padding-top:20px;\"><img decoding=\"async\" src=\"https:\/\/www.aihr.com\/wp-content\/plugs\/podcast-blog-ads-fade.jpg\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/New-51-HR-Metrics.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/New-51-HR-Metrics.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/New-51-HR-Metrics.png 700w, https:\/\/www.aihr.com\/wp-content\/plugs\/ w\" sizes=\"(max-width: 480px) 360px, (max-width: 960px) 360px, (max-width: 1280px) 700px, 750px\" style=\"box-shadow: 0px 0px 20px 5px rgb(46 61 73 \/ 15%);display: block;margin: auto; border-radius:19px;\" class=\"small_ad\" \/><\/a>\r\n<br><\/div><\/div>\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-learn-how-to-work-with-data-by-strengthening-your-excel-skills\">3. Learn how to work with data by strengthening your Excel skills<\/h3>\n\n\n\n<p>Knowing the foundational <a href=\"https:\/\/www.aihr.com\/blog\/human-resources-formulas-and-functions\/\">HR formulas and functions<\/a> will help you analyze data faster and make better decisions. If you\u2019re comfortable using a spreadsheet program like Excel, you\u2019ll feel like you have (more) control of your data.<\/p>\n\n\n\n<p>Excel can be very useful for storing, organizing, and analyzing data. You can also perform calculations, print reports, and create charts. Both technical and non-technical departments throughout organizations often use this program to this day.<\/p>\n\n\n<div class=\"lazyblock-aihr-read-next-Jx8JO wp-block-lazyblock-aihr-read-next\"><div class=\"gutenberg-read-next\">\n\t    <div class=\"gutenberg-read-next-container\">\n\t\t\t  \t\t\t      <a href=\"https:\/\/www.aihr.com\/blog\/hr-data-analysis-excel\/\">\n                        \t\t\t\t\t        <span>Follow the guide<\/span>\n                         \n\t\t\t\t\t    <span class=\"post-link\">\n\t\t\t\t\t\t  HR Data Analysis in Excel: A Step-by-Step Guide\t\t\t            <\/span>\n\t\t\t       <\/a>\n                \n\t    <\/div>\n<\/div><\/div>\n\n\n<h3 class=\"wp-block-heading\" id=\"h-4-bring-data-to-your-next-meeting\">4. Bring data to your next meeting<\/h3>\n\n\n\n<p>Presenting what you know in an understandable manner is part of becoming data-literate. Once you have a grasp on some data that fits within the scope of your role, don\u2019t waste it. Put actionable data to work for you by sharing it with your team and other decision-makers.&nbsp;<\/p>\n\n\n\n<p>When you have enough Data Literacy to understand how relevant the data is, you can pass it on to others. You will be able to explain your thoughts and give the factual basis for whatever conclusion you\u2019ve come to.<br><br>For instance, if you\u2019re having a meeting on next quarter\u2019s recruitment strategy, why not bring data on <a href=\"https:\/\/www.aihr.com\/blog\/what-is-time-to-fill\/\">time to fill<\/a> and <a href=\"https:\/\/www.aihr.com\/blog\/yield-ratio\/\">yield ratio<\/a> to plan better?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-experiment-explore-and-ask-questions\">5. Experiment, explore, and ask questions<\/h3>\n\n\n\n<p>Growing your literacy is a continuous, hands-on process. Experiment with (new) analytics tools, explore the behaviors of data-literate HR practitioners, such as assessing data credibility and promoting a data-driven culture (among others), and keep asking questions.<\/p>\n\n\n\n<p>Asking many questions is a significant part of your ongoing Data Literacy development. You need to get comfortable being vulnerable enough to seek help from those who are more knowledgeable. If you don\u2019t understand something, reach out to people from your data team or the people analytics team. If you don\u2019t have these in your company, seek out help from (online) people analytics <a href=\"https:\/\/www.linkedin.com\/groups\/7424059\/\" target=\"_blank\" rel=\"noreferrer noopener\">communities<\/a>.<\/p>\n\n\n\n<p>Try not to pursue only a simple response. Instead, ask for the behind-the-scenes information to find out why something is done in a certain way.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-6-get-certified\">6. Get certified<\/h3>\n\n\n\n<p>Taking one or more <a href=\"https:\/\/www.aihr.com\/course-overview\/people-analytics-courses\/\" type=\"link\" id=\"https:\/\/www.aihr.com\/course-overview\/people-analytics-courses\/\"><mark>HR courses on data and analytics<\/mark><\/a> can be a great way to upskill and become a driver of evidence-based thinking and accountability across HR and the broader organization. It will give you the confidence to work with HR data through a business-first lens, teach you how to demonstrate HR\u2019s impact, and position yourself as a data-driven business partner leaders can rely on.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Teams\">How HR leaders can upskill their teams in Data Literacy<\/h2>\n\n\n\n<p>For HR leaders, building Data Literacy across their teams should focus on the same three main aspects as for building Digital Agility and AI Fluency, namely: confident adoption, creating the right conditions for learning, and experimentation. Here\u2019s how you can start forging Data Literacy in your team today:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Identify the team\u2019s biggest gaps in terms of Data Literacy and prioritize building those competencies: <\/strong>Start by assessing your HR team\u2019s current level of Data Literacy using AIHR\u2019s <a href=\"https:\/\/www.aihr.com\/t-shaped-hr-assessment\/\"><mark>T-Shaped HR Assessment<\/mark><\/a> and identify and prioritize various specific areas for improvement.&nbsp;&nbsp;<\/li>\n\n\n\n<li><strong>Upskill your team through structured learning: <\/strong>Enroll your team in our <a href=\"https:\/\/www.aihr.com\/business\/\"><mark>AIHR for Business<\/mark><\/a> platform to provide them with structured, targeted upskilling and on-demand support.&nbsp;If you want to supercharge the team\u2019s learning and Data Literacy, consider opting for the AIHR <a href=\"https:\/\/www.aihr.com\/business\/data-bootcamp\/\"><mark>People Analytics Bootcamp<\/mark><\/a>, a 1 to 6-month high-impact program tailored specifically to your team\u2019s pace and priorities.<\/li>\n\n\n\n<li><strong>Identify your team&#8217;s data champions: <\/strong>Look for data enthusiasts who are proficient with data and already using analytics tools. Encourage them to share their knowledge with other team members to help improve the overall level of Data Literacy across the team.<\/li>\n\n\n\n<li><strong>Lead by example: <\/strong>As an HR leader who is data-literate, you need to walk the talk; use data to demonstrate impact to the team, present it in an understandable way, and share your learnings and challenges.&nbsp;<\/li>\n\n\n\n<li><strong>Make Data Literacy an integral part of performance and learning: <\/strong>Treat Data Literacy as a strategic priority and embed it into how your team works on a daily basis. Include it in development conversations and team priorities, and set clear expectations around responsible data practices and the level of Data Literacy the team is working towards.<\/li>\n\n\n\n<li><strong>Connect Data Literacy and AI: <\/strong>AI and LLMs (Large Language Models) are lowering the barriers to Data Literacy, making analytics skills more easily accessible to every HR professional. It\u2019s up to HR leaders to connect the two and equip their teams to use both data and AI effectively.&nbsp;&nbsp;&nbsp;<\/li>\n\n\n\n<li><strong>Enable collaboration across teams and build data confidence: <\/strong>Create opportunities for more frequent cooperation with other departments to share best practices and learnings, and build data confidence. Marketing teams are often quite advanced in their use of data and analytics, so they could be a good department to start with.<\/li>\n\n\n\n<li><strong>Encourage experimentation: <\/strong>Set aside regular time in the team\u2019s calendar to explore data and analytics tools. Encourage team members to also experiment individually or in small groups, testing new approaches and reflecting on how insights can improve decisions and outcomes.<\/li>\n<\/ul>\n\n\n<div class=\"gaihrpl gaihrpl-39\"><div class=\"gaihrpl-single aaihrpl-344\"><a class=\"gofollow\" data-track=\"MzQ0LDM5LDYwMA==\" href=\"https:\/\/www.aihr.com\/hr-career-hub\/?il_id=special&#038;il_name=hr-career-hub&#038;il_creative=purple&#038;il_position=slot3\" target=\"_blank\" rel=\"nofollow\" style=\"display:block;padding-top:20px;\"><img decoding=\"async\" src=\"https:\/\/www.aihr.com\/wp-content\/plugs\/podcast-blog-ads-fade.jpg\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Hub.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Hub.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Hub.png 700w, https:\/\/www.aihr.com\/wp-content\/plugs\/ w\" sizes=\"(max-width: 480px) 360px, (max-width: 960px) 360px, (max-width: 1280px) 700px, 750px\" style=\"box-shadow: 0px 0px 20px 5px rgb(46 61 73 \/ 15%);display: block;margin: auto; border-radius:19px;\" class=\"small_ad\" \/><\/a>\r\n<br><\/div><\/div>\n\n\n<h3 class=\"wp-block-heading\">To sum up<\/h3>\n\n\n\n<p>Data is a vital component of the modern-day HR function. Developing Data Literacy helps HR professionals become truly strategic and contribute to business goals.&nbsp;Going forward, being data-driven is not just a desirable skill; it\u2019s a core <a href=\"https:\/\/www.aihr.com\/blog\/hr-competencies\/\" type=\"link\" id=\"https:\/\/www.aihr.com\/blog\/hr-competencies\/\">HR competency<\/a> that involves not only the ability to understand data but also to apply it and translate it into actions.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Across industries, organizations use data to improve performance, manage risk, and plan for the future. Leaders now expect HR teams to use workforce insights to guide hiring, retention, and productivity decisions. Yet HR Data Literacy remains the second-lowest-scoring core HR competency, with 40% of HR professionals saying they don&#8217;t feel confident in their ability to&hellip;<\/p>\n","protected":false},"author":264,"featured_media":331618,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"article-template.php","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[114,117],"tags":[508],"class_list":["post-81849","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","category-hr-analytics","tag-hr-competencies","category-114","category-117","description-off"],"acf":[],"featured_image_src":"https:\/\/www.aihr.com\/wp-content\/uploads\/Data-Literacy-in-HR-Thumbnail.png","author_info":{"display_name":"Neelie Verlinden","author_link":"https:\/\/www.aihr.com\/blog\/author\/neelie-verlinden\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - 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