From recruiting the right employees to maximizing engagement and productivity, HR analytics can help companies galvanize their most important asset — their employees. HR executives can use everything from simple math to savvy artificial intelligence tools to do this well.
“The road to analytics success isn’t always paved with data scientists,” writes David Creelman for the Society of Human Resource Management’s blog.
In fact, he offers four steps for using statistics to drive business decisions:
It’s also important for those in HR to recognize problems that call for more sophisticated solutions.
Google is a model for this, writes Steffen Maier for Entrepreneur.
“At Google, surveys aren’t just about checking the pulse of the workplace, they’re about constantly striving to improve it,” he writes. The company “uses feedback to optimize different aspects of its people processes and align them with its unique work culture. As a result, the company reports an average participation rate of 90 percent.”
It works well because Google combines quantitative data and survey results with quantitative research.
“Google’s process provides HR insights into employee engagement. It also creates trust between employer and employee,” Maier writes. “Googlers feel a sense of equality because they directly shape how their company is run.”
Stepping into that opportunity are companies that focus on creating algorithms that predict what kinds of employees will be the most successful and stay the longest. According to Deloitte’s 2019 Global Human Capital Trends, “these algorithms are bringing dramatic changes to traditional hiring practices and job requirements, and they’re constantly learning about what defines employee success in different roles.”
Date Posted: February 23, 2017