Finding and keeping the right people will always be a major factor in the success of any organisation. Over the years, human resources have been evolving. Becoming even more employee-focused, the industry redefines employee experience and improves HR processes, from recruitment to retention.
Technology is growing significant in enhancing the HR journey of sourcing candidates, setting interview appointments, facilitating online examinations, processing requirements, signing contracts, and all the way to employee onboarding and integration into the workplace environment.
According to a study conducted by Career Builder, approximately 78% of job-seekers believe that candidate experience provided by an organisation is an indicator of how it values its employees. With the right technology in place, HR practictioners can effectively create harmony between a candidate’s experience during recruitment and employee experience as they get absorbed into the organisation.
There are available HR recruitment, analytics and collaboration tools that help new hires get accustomed to their job responsibilities and workplace environment in a seamless manner. Having an integrated platform to complete recruitment and onboarding tasks without confusion definitely communications an efficient organisational culture to new employees.
HR managers are employing SaaS solutions to better understand their employees and hopefully improve their day-to-day experience. Analytics tools have become critical in this process, providing HR managers information on their employees quickly, such that their role becomes less transactional and more transformational and people oriented.
People analytics—or HR analytics in this context—involve analysing employees’ problems and experience within the company to anticipate the likelihood of them staying or leaving. Using this technology, which becomes more affordable today, HR managers can effectively map each employee’s progression and uncover their career needs. But because every employee’s expectations and needs vary, managers should understand how best to utilise this software.
Here are three ways HR analytics can help managers train staff and keep them for the long run:
#1 Anticipate what employees want
It is remarkable that today, as many as five generations of employees can be co-workers, clearly illustrating the importance of scouting practical insights on what makes a versatile and productive team. While this is an ideal situation to have, issues such as career path uncertainties are still very much prevalent. Another correlation to this is not having sufficient up-to-date work knowledge, which is largely a result of a poorly designed program.
The use of analytics helps reveal varying goals, pain points, and preferences for training content, managers are thus given the visibility to better study how employees work, and whether their skills have been properly utilised in their role. The software also examines the competency and capacity of a team, ultimately summing it up so that future training programs can be targeted and improved. For this, data such as employee’s skillset and job scopes residing in the HRIS (Human Resource Information System) will provide the visuals for HR managers to gain clarity on. In a case of attrition, decision on who will be the next in line to step up will have to be made, by justifying the candidate’s potential, or even their requisite knowledge and skills to perform the role well. Therefore, putting sets of data together helps illustrate and draw a conclusion on whether there is a need for retraining.
When such shift happens, remunerations will also have to be re-evaluated to ensure job stability. Having data residing in one space can put more things into perspective, helping HR managers anticipate what employees really want out of a career in the company.
#2. The fluidity of the feedback system
Gone were the days where extrinsic rewards serve as the primary motivation at workplaces. The upcoming workforce which will be predominantly run by millennials gravitates towards a feedback-rich culture, where 72% of them who are provided with accurate feedback actually find their job more fulfilling.
As communication also becomes more democratised in this digital age, employees are now more comfortable with sharing their opinions online, as their thoughts get more visibility across the higher management and vice versa. In comparison to traditional feedback methods which tends to be more manual and silo-ed, a digital HR platform not only encourages more engagement amongst employees, but also allow their comments to be better documented, residing in a system where data can be conveniently pulled into creating an analytic dashboard.
With a feedback platform in place, it facilitates more informal engagements that will pave way for more data to be collected. HR managers not only get a clearer view of the staff’s work-cycle, but also avoid mentally fatiguing them in long and draggy surveying sessions. This gives clarity on how to best implement a sustainable training program.
#3 Creating a comprehensive talent development program that is on demand
Millennials who will be taking up more crucial positions in time to come, play an important role in the planning of training courses as well. Considering that to identify talent gaps effectively, there must be minimal human bias in this process. As such, the more engaged employees are, the more data there is to be used for creating performance metrics and benchmarking them based on the under performers and star performers. This helps to gauge potential and replicate top performance.
Likewise, when developing more realistic learning methodologies for team learning, HR managers also need to consider other measurable aspects such as lead time needed for course completion, personal training preferences, performance during sessions, and knowledge retention rate as reliable indicators to whether the program is truly beneficial. In taking up a more data-driven approach, it helps greatly in quantifying the potential gains the company can get from developing a successful program.
In the competition for recruiting and retaining top talent, managing human capital in the current economic situation is increasingly becoming more competitive, as organisations need to be able to meet employee’s expectations, and also differentiate themselves from their competitors to retain top performing stars. With HR analytics, organisations will be able to deliver an approach suited for contemporary workplaces, by offering transparent ways of collaborating and communicating with staffs, keeping them engaged.
As new generation workers tend to have a shorter staying time in one place, understanding attrition rates should never be left to guesswork. Knowing the probability will grant HR managers the additional time to prepare resources in helping retain valuable staff. It is hence important to remain educated on all operations within the organisation, and in finding newer ways of supporting HR managers, HR analytics has become the new go-to factor.
Gibu Mathew is the Vice President and General Manager, Asia Pacific, Zoho Corporation. He is a veteran at Zoho with over 20 years in the company. Gibu’s philosophy is one that focuses on outcomes that are driven by openness to feedback and the engagement of people. Of most things in an organisation, he finds it imperative that one is aligned with an organisation’s mission in order to nurture one’s career advancement and growth.
Connect with him on LinkedIn.
HR in Asia invites all HR experts and enthusiasts to contribute and share your thoughts and knowledge with our readers. Learn more here.