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Data & Its Importance to HR world in 2021

Data is the fuel that powers the information age in which we live currently. Every aspect of our life is connected with some tool or platform gathering a data point from us. And needless to say, data drives our work processes and strategies too. HR teams over the ages have been collating data for various purposes. From onboarding to performance reviews to payroll details to project management and engagement, data and analyzing data has always been a critical part of an HR team’s responsibilities. So much so, of late people analytics is an up-and-coming field within the HR community. The perfect blend of how data science can help make the lives of humans better by giving decisive and unbiased insights from data.

The world has seen the HR community as a group of people who drive engagement and conversations at the workplace. This is the team that keeps an organization together. The invisible thread that binds the employees, the invisible team that helps build a workplace culture that makes people want to come to work with spring in their steps. Because they know that a happy employee is a productive employee and a productive employee means a happy customer. And a happy customer…oh well…you get the point right? 😊

And that is why this team of inspirers is evolving with time to better understand the people that matter. From focusing on engagement activities the role of HR is evolving like never before. They now understand the importance of holding structured, purposeful conversations that will provide them with the right data and insights to drive meaningful employee-centric decisions at the workplace. A data-driven HR is thus an Intelligent HR.

According to Josh Bersin’s HR Technology 2021:  The Definitive Guide More than 12.1 million employers in the U.S. alone spend over $5 trillion on payroll, benefits, training, and other employee programs. More than a third of the workforce changes jobs every year, creating a $250 billion-plus market for recruitment, advertisement, assessment, and interviewing. The L&D marketplace is over $240 billion per year and spans the range from onboarding to leadership development to technical and continuous skills programs.

When such huge sums of money are being invested in creating improved workplaces that are more user-friendly and offer a psychologically safe place for employees to work, it is quite natural that data becomes an integral part of the strategy. 

How do we hold structured conversations to collect data and drive employee engagement?

Investing in AI-based tools such as Berry, that offers seamless integration with the current communication system is the best way to know the pulse of your employees. Holding conversations and actively listening to your employees is the best way to collate data. However, as humans, we all come with our own set of unconscious biases. And the help of an AI-based tool removes these biases from the process. Thus making the tool your friend and a confidant. 

Berry can be installed into your internal communication channels or available as a web application. She has active conversations with your employees, managers, and leaders using natural language and drives accountability to mold the state of your organization based on positives, improvement areas, and ideas that are extracted using machine learning. Berry is available to answer simple questions while having complex conversations with employees. 

Employers use Berry to run campaigns that help them understand the pulse of the organization around various topics. Berry then analyzes the conversations and makes actionable insights available instantaneously.

That is not all. As Josh Bersin said we are in 2021 and  HR tools must focus on the employee journey as a whole and then design interactions for everyday needs.

Today, the HR experts must study the entire employee lifecycle as a whole, focus on the key moments that matter to them, collect data that is relevant to those specific yet dynamic moments and then build a strategy that works for everybody and caters to the needs of employees as well as the employees. 

In other words, Berry is as much an employees’ confidant as she is for the employers. Thus helping to create a culture of inclusivity and happiness at workplaces. 

Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.

Feel free to connect with us for a quick demo.