The HR world much like every other domain is flooded with enormous data that can be anything starting from the average tenure of an employee at the company to the usage of the health insurance premium paid for by the company. What insights can this HR data give us? More importantly, what actionable insights can we draw from them? After all, any HR data without insights is just numbers arranged in rows and columns or sometimes in fancy pie charts. Right?
More often than not, data and insights are interchangeably used. Data may be defined as the raw and unprocessed piece of information that may or may not be scrutinized using some kind of protocols whereas insights are gained by analyzing the information in order to drive action and decisions.
In this fast-paced world that has been recently introduced to the work from home culture, huge volumes of data are being generated every day and it becomes the responsibility of the HR world to analyze that data and give insights.
Therefore, it is imperative that we leverage the power of technology into our HR processes to convert recruitment data, career progression data, training data, absenteeism figures, productivity data, personal development reviews, competency profiles, and staff satisfaction data, etc into tools for predictive analysis.
From Mere HR Data to Actionable Insights, Where does the Journey Begin?
A Robust HR Data Collection Mechanism: While we continue to believe that HR should focus more on the human part of it, it does not imply that you ignore data. Care must be taken to have a data collection mechanism that creates employee profile and it is diligently updated on a regular basis. Most importantly, it should be available to be accessed digitally by the leadership.
Employee Inclusion in Process: Adopting measures on the basis of the insights will surely be done but before anything, one must start including the workforce in the data collection process. Conduct workshops to tell them about the data you collect and help them understand why it is required. Privacy is important therefore it must be careful about what data one is using.
Using Employee Experience Tools: Data is the king. Why not consult experts to do the data analysis for you while your leadership can build strategies based upon them. Berryworks, an AI-based conversational advocate can help you conduct dynamic surveys & conversations for insights.
It all begins with the first step and the first step is to start reviewing your existing resources, your data collection mechanisms and then reinvent them into a tech-oriented research-based data-driven solution that can help you in your business and keep your employees happy.