Having access to HRIS analytics is one of the real advantages of having a HRIS in place. Since all of the data regarding job performance, employee turnover, hiring and many other aspects of human resources is already being collected and stored, why not use that information to generate future predictions and make business decisions?
What Are Analytics?
It may seem simplistic, but defining what analytics do and identifying what they do not do is essential to getting started. Analytics compare data about the business to data about the people and use that information to form conjectures.
Analytics are not perfect predictions, as it is not possible to foretell all of the real world events that may affect processes, performance, and sales. Analytics can be used to formulate a more educated estimate about what an outcome will be, but should be taken with a grain of salt as HR managers review the information and apply it to processes.
How Can You Use Analytics to improve Future Results?
There are huge stores of information contained within a HRIS. Using the right tools, talented HR professionals can sort the data so that patterns are easily recognizable. After spotting the patterns, HR professionals can establish cause-and-effect relationships between HR actions and business results and use those to make business decisions and changes that will help the company replicate, avoid, or improve on past results.
Types of Issues That HRIS Analytics Can Help With
The information gathered through HRIS analytics can help managers with matters such as:
- Employee turnover tracking
- Employee performance monitoring
- Improving return on investment
- Improving hiring procedures
- Testing incentive programs
How to start Using HR Analytics
There are many ways that organizations can make HR analytics work to spot problems and make corrections. The best methods may depend on the HRIS that is in place and the other systems that are in place, as well as the degree of integration between systems.
Analytics from Separate Systems
When different systems are used for information gathering and storage-such as one to gather business data, one to gather employee data-this information can be exported and analyzed together to conduct analytics. This may not be ideal for the HR professionals that are analyzing the data, but may be more cost-effective than paying to have systems integrated or replaced to compare analytics side-by side.
Analytics from Integrated Systems
When systems are integrated, it is easier to put an approach in place to compare relevant data and use these analytics to shape daily, weekly, and monthly decisions. It may take some trial-and-error to ascertain what the relevant information is and begin tracking the proper data to get results, but once the use of analytics is perfected it can work wonders at streamlining processes.
Begin with a Specific Focus
Using analytics to shape business processes can’t and shouldn’t happen overnight. It will take time to get used to using the information to make a decision and reviewing the new results to figure out the effects of that decision. The best way to begin is with a specific focus, such as finding out how a new sales goal has affected overall sales. After the results have been assessed, the information can be used to alter the existing goals and HR professionals can move on to using analytics to review another process or policy.