How a Data Driven Approach can help HR?

How a Data Driven Approach can help HR?

  • 30th Jan, 2017

As a person in HR, have you ever faced any of the challenges given below?

  • Your responsibilities lie on giving a fair performance appraisal of an employee. But feedback indicates that there are biases despite your best efforts. How do you have a transparent feedback system?
  • The attrition rate is high. The CEO is asking for an explanation and expecting the trend to reverse. How do you do that and sustain it regardless of the challenges that come up for the organization?
  • How do you groom skill sets of your employees so that they can meet customers’ expectations?
  • Have you ever received a feedback from your employees that your systems are the biggest pain-points while entering or searching any information?

Wouldn’t you be interested in finding out if there is a way you can overcome these seemingly insurmountable challenges? Well, there is a way. You need to transform yourself from a traditional HR to a contemporary, data-driven HR. The more you take decisions based on facts and data, the more likely the outcomes match your intent.

At the very least, having centralized and connected HRMS will help definitely reduce a lot of pain points in the way you are managing your information today.

Below are some use cases where data-driven approach can be helpful to overcome the above-mentioned challenges.

  • Centralized and secured employee data that allows you to manage all HR administrative actions. This can help you easily search employees’ details and view organization hierarchy.
  • Introduce self-driven approach where employees directly update their personal and professional information. This also makes the information instantly available and accessible to anyone with the appropriate rights.
  • An automatic way to track time and attendance, which will eliminate the chances of having errors due to manual entries.
  • Check retention issues by looking at the data related to compensation data and employee satisfaction.
  • Gathering information through appropriate data-points to identify employees’ skill gaps and finding applicable training required for the employees.
  • Manage performance reviews of employees through data-points that can help in achieving unbiased reviews about employees across the vertical hierarchy.

Conclusion

When HR adopts appropriate data-driven approach, most of the challenges mentioned above will start getting resolved in a logical and scientific manner with least amount of effort.

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