It’s no secret that the world of work is constantly changing. What is changing however is that more and more organizations are using People Analytics to adapt to these changes and gain agility in managing their human resources.
While many people think that introducing these analysis tools involves major work, it is important to bear in mind that there are other alternatives that allow access to these functional bricks in a flexible way, and above all without having to change HRMS: the APIs. What are APIs? How do they work? Zoom on these secure and resourceful interfaces.
An API (Application Programming Interface) is a programming interface that makes data, services or functionalities of an existing application accessible to another application so that it can exploit them.
In other words, using an API allows you to access new information or functionality from existing software without having to recreate or redevelop it.
How do APIs work?
APIs are secure interfaces for which it is necessary to set up a specific protocol to ensure the security of information exchanged between applications.
→ Secure access: a necessary step
To be able to access the contents of APIs, the question of access rights is essential. Indeed, most APIs require an API Key to secure communications and exchanges between applications. This authentication process ensures that data, services and functionalities are only used by authorized persons.
→ Making data, services and functionality available
Once this access control has been achieved, the API can connect to existing applications and make its content accessible, it is said to “expose” them.
It is important to note that while APIs can enrich and augment existing applications, they are generally not visible as such to end users. Their content usually “blends” into the original applications.
What are the benefits of using APIs for People Analytics?
Using APIs has many advantages in the context of a People Analytics or HR Analytics approach. Indeed, these “connectors” can allow HR and executives to:
- Boost the performance of their existing applications (HRMS, LMS, ATS, etc. ….) by accessing new functionalities based on innovative technologies.
- Automate time-consuming tasks using powerful algorithms (e.g., matching certain data and/or strategic indicators).
- Access new static or dynamic data (e.g., automatically updated business and skills data).
- Reduce the time, costs and risks associated with the implementation and deployment of complex applications.
What types of queries can be performed by APIs in People Analytics?
Here are some examples of what an API such as those developed by Boostrs can achieve within an existing HRMS:
- The skills associated with a given training
- Training to suggest to an employee based on his or her job title
- The list of skills associated with a given occupation
- Suggested career paths for a given job
- List of employees who most closely match an internal vacancy
Illustration credits: https://www.istockphoto.com/fr/portfolio/carlanichiata