Data is everywhere. And where there is data there is analytics. Every field has its related analytics attached to it. But what isn’t obvious is that HR is one of the most data-rich and analytics intensive areas in the corporate world.
So what is HR Analytics?
HR analytics, also known as people analytics, talent analytics, or workforce analytics, deals with analyzing the day to day functioning and the problems of an organization.
So, as HR becomes more data-driven and analytics intensive, it becomes important for HR leaders to understand the areas which they need to consider in HR analytics.
What are the common areas that need to be tracked by managers in HR?
This is probably the most basic and the most important area that needs to be tracked by every HR professional. Hiring employees, training them, and then finally inducting them into the workforce as a professional needs resources. That’s why it is important for leaders to track the churn rate of their organization and compare it with the industry standards.
Understanding employee turnover rates also help HR professionals to predict future exits from the organizations. These insights not only help in avoiding a few exits but also prepares the organization for the unavoidable ones. Managers can look at previous data, KPIs such as employee engagement level, employee satisfaction scores, and staff advocacy score to identify and minimize employee turnover.
Recruitment analytics is probably the second most popular HR analytics area after employee turnover. Managers need to identify the channels and areas that optimize recruitment. They need to identify where the area or channel from where the talents coming, and what worked with the last batch of successful hires and try to do the same.
Recruitment analytics is an offset of employee turnover analytics. A great manager identifying patterns in the recruitment data can in fact decrease the turnover rates of the organization.
Every organization needs high performers in their team for their business to grow and thrive. So it becomes extremely important to invest in employee performance analytics to assess individual employee performance.
Managers can identify the top performers and provide assistance or training for the employees who need to up their game a bit. This makes it easier for employees to max out their performance and deliver competitive results.
But focussing on one aspect of a job is usually not desirable for optimum analysis of performance. For example, focus on only the sales numbers, though it is the most important aspect, of a sales executive, might not the ideal way to get a complete insight into the employees’ performance. Modern data capture techniques make it possible to analyze performance holistically. This is ideal because focussing on one small part of a job might lead to employees skewing the results in ways possible to put themselves in the limelight.
Employee Engagement Analytics
One of the most important and most difficult areas to measure. Employee engagement is a key criterion in determining the engagement and productivity of employees in a workforce. Disengaged employees not only tend to be less productive but also tend to bring a few more people down too. So it becomes extremely important to have proper tools and techniques at your disposal to properly analyze employee engagement levels.
But how do you measure something as subjective as engagement? One of the obvious answers is surveys. But traditional surveys aren’t going to do the job. Traditional surveys tend to be dry and employees don’t really put thought and effort into giving proper feedback through the survey.
What comes to the rescue is the new age pulse surveys. Pulse surveys are quick, frequent, and short survey system that does away with complex questions and aims to increase feedback levels. It is usually done weekly or once every few weeks. It gives a proper idea of the health of productivity and engagement in the workforce, thus the name “pulse”.
Having a proper insight into the employee engagement of your workforce can be a crucial differentiating factor when it comes to the success of your organization.
Corporate Culture Analytics
Corporate culture is probably the only area that is more difficult than employee engagement to collect and analyze data. Corporate culture is basically the both the explicit and unspoken rules, systems, procedures, and patterns of behavior in your organization. This subjective nature of its important aspects makes it extremely difficult to collect corporate culture data and analyze them.
One way to assess corporate culture is through the analysis of the formal internal conversation and also the customer service conversations. This provides a great deal of data about corporate culture. One more way is though specialized feedback and the participation of the same. Using unconventional techniques becomes handy in identifying corporate culture data.
With the advent of big data, it is crucial for leaders and organizations to constantly evolve with the changing times. Matrixes that couldn’t be quantified are being easily measured today and this has changed a lot in the ways an HR leader functions.
Many organizations and leaders are skeptical of how data is going to affect their industry, especially the areas which are qualitative in nature. Its time for us to adjust with the new norm and after all data is here to help not disrupt!