As a business owner, you’re always looking for ways to improve your HR department. Although you may have the highest quality employees on staff, they aren’t always able to make the best decisions without assistance from other sources. Therefore, you may want to provide your HR department with analytics to enhance their work capabilities. Here are three ways you can use analytics to benefit your employees.
1. Analyze Employee Engagement
Analytics can help determine whether employees are engaged in their work. For example, HR professionals may mine data behind absenteeism to determine which factors contribute to employee disengagement and steps HR may take to facilitate greater engagement. Also, companies with an internal social networking tool may use analytics to measure the volume and variety of employee contributions, determine employees’ usage and patterns, and find influences in the workplace that contribute to or detract from productivity. In addition, measuring key influencers in internal communication campaigns helps create more effective messaging and training. Furthermore, analytics may help determine top candidates for leadership development and succession planning when correlating work performance and other data with attaining company goals.
2. Help Manage Employees
Analytics can help manage your employees more effectively. For example, analytics may help identify top performers who add greater value to your organization and should be paid more to retain them longer. Also, analytics may measure which managers and departments aren’t meeting company goals and need additional training or staff changes to increase performance. In addition, analytics may measure employee behavior to uncover which workers may leave the company soon, giving HR a chance to intervene with opportunities for professional development, perks, a raise or a promotion.
3. Assist with Future Decisions
Because analytics may help connect information among multiple departments that are typically siloed, HR and other departments have a more complete view of all information available to make more informed decisions about the company’s future. For example, analytics may be used to assess potential turnover so that HR has a pool of qualified candidates available as potential replacements. Also, analytics may help decide which employees should be transferred to another department based on their current production level, which may be low, and skills and experience, which may better equip the employee for a different role. In addition, analytics may help determine which employees should be promoted so that more time and money may be invested in training those workers.
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