Tag Archives: Data Driven

How a Data Driven Approach can help HR?

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.

How a data driven HR can avoid biases in the work place?

Decision-making is a very complex process of a human thinking. There are various factors that might pitch in and can intervene with different results. As an HR professional, it is necessary for you to evaluate people, products, and services on regular basis. But what measures you should take to ensure that all decisions you will take are fair, non-stereotyped and unbiased?

Using the following techniques, you can make sure that your decisions are not one-dimensional or gender biased.

Select employees

Grab a cloud based hiring system that is easy to use and does not require much time for IT training. A good hiring management system will always be fair, simple, and transparent for everyone who are using it. These software systems allow objective decision-making and helping avoid personal opinions and biases from overshadowing the decision-making.

Identify employees’ skill gaps

A performance management system can help you understand your workforce in a better way. As an HR, you can use these types of tools to gather employees’ skill-sets related information. The information can be looked at as trends instead of going into each individual’s gaps and will help you identify what strategies to follow in order to cover those gaps. These types of systems will help you test, access, and maximize the potential of your employees. You can easily measure employees’ competencies within a defined period of time.

Train employees to keep them up to date

You identified the skill gaps. Great! How do you address the gaps? Use an effective Learning management system to easily track, manage, and distribute learning material (of any kind) to your employees and help them bridge those gaps as per your goals.

Retain and reward employees

If you have a centralized system where you can keep track of your employees’ performance in terms of initiatives taken, appreciations from customers, feedback from teammates, number of trainings conducted, then sky is the limit!

You can see trends that would not be available to you otherwise. You can co-relate data points to arrive at a decision. Keeping track to all this information will help you can taking unbiased decisions based on facts and rewarding employees accordingly.

Conclusion

Intrigued by what you read? This is just the tip of the iceberg! Once you move towards data-driven decision-making, you are at a completely different level! No more accusations of biases! No more wild hunches! The best part of the data driven approach? The take you the HR from focusing on data input collection to focusing on analysis and strategy for the organization. Wouldn’t you want that?