As one of the more disruptive of the emergent technologies, data analytics for human capital management has led to changes in organizational and marketing methodologies across all industries. By taking advantage of the insights provided by the technology, business owners and enterprise executives can increase revenues, make more-informed decisions and efficiently manage human resources (HR) activities.
Analytics Enables Smarter HR Management
The development of big data and workforce analytics gives HR personnel a new way to support their organization better through smarter cloud-based HR management. With such capabilities, organizations will find it much easier to find and hire the right candidates. The data-driven insights provided by workforce analytics solutions help remove personal bias from the hiring process and lets recruiters identify applicants that align with the organization's objectives.
Since human resources is arguably an organization's most valuable intangible asset, HR departments should use all the tools at their disposal to improve and optimize every step of the hiring and management process. Here are some of the benefits of using big data and analytics in HR management.
Choosing The Right Talent Through Cloud-Based HR Solution
A great employee is one who fits in with the team, has the required skill sets to execute the job's responsibilities and has a work ethic that matches the organization's overall culture. Such employees' values are in sync with those of their teammates, management and the organization. Identifying such talent is no easy task, however.
Big data analytics collates and analyzes data from diverse sources such as personality test results, social media profiles, recommendation letters and CVs to develop professional and personal profiles that will help recruiters determine whether a particular candidate is a good fit.
Increase Workforce Performance And Productivity With Unified HCM Suite
Data analytics solutions are the tool of choice for savvy HR professionals who want to boost performance and productivity in the workforce. Analytics can help keep an eye on the correct key performance indicators (KPIs) and monitor team and individual progress to determine performance levels. Monitoring performance measurements and KPIs daily will help identify issues long before they become detrimental to the organization's activities and objectives.
Also, big data analytics can help enterprises prevent seasonal gaps by developing personnel fluctuation models. That helps HR personnel schedule extra staff (when necessary) to prevent reduced levels of productivity, employee burnout and customer dissatisfaction because of disappointing service.
Improve Retention Rates With an HR Solution
Replacing top talent in any organization comes with significant HR cost. Industry estimates show that the total cost of finding suitable replacements for top-performing employees can cost twice as much as the person's annual salary, making it one of HR's most costly activities. As such, it's essential that personnel take proactive steps to reduce the turnover rate, including these key areas for retaining employees.
Analytics can help identify issues, challenges and behavioral factors that cause employees to leave an organization. When such red flags are detected, management should take suitable and timely action to prevent top talent from leaving, or at least commence recruitment activities to reduce the impact of the void from talent loss.
Increase Employee Engagement Through HR Solution Analytics
While employee engagement surveys are a great way to gauge workforce engagement levels, big data analytics take things a step further. It takes an in-depth look at several factors that influence productivity and engagement levels such as what motivates your employees and why certain ones enjoy their jobs and are more productive than others. Identifying the preferences and behavioral tendencies of individual employees can help HR personnel create more-effective engagement programs.
Although the impact of big data is obvious in virtually all industries and use cases, HR personnel may still be skeptical of using it to fine-tune their activities and enabling smarter HR management. With analytics, the professionals can determine what drives employee engagement, answer critical questions about how to improve operations, identify key areas for improvement and predict the best candidate fit based on skills, experience and behavior of applicants.