Business Analytics

HR analytics got a lot of hype when they became a popular feature for HRIS software a few years ago. After employers got used to having analytics as a standard feature on their HR software, they lost their shine and became background noise. While HR analytics aren’t the magic bullet that they once were touted as, they can still be made relevant to daily operations.

The following are a few ways in which you can put your HR analytics to work.

Recruiting the Right Employees

Analytics play a role in filtering out unqualified candidates, saving your HR staff time reviewing dozens or even hundreds of resumes. Recruitment for HR software can narrow down the applicant pool to a select few candidates that fit best with your company and the position. After interviewing the candidates and conducting screen tests, HR software can be used to further review the candidates for fit, helping your hiring team to make data driven decisions.

Additionally, analytics can be used to help with sourcing. You can use analytics to determine which sources have netted the most hires and possibly even research further to find out which employees have stayed with the company for specified amounts of time. Based on these answers, you can figure out which sources to invest more time into.

Strategically Training

Analytics can be used to reveal skills and training gaps, or conversely training qualifications and certifications that may make employees eligible for certain promotions. Using this information, employers can schedule training classes and assign training modules needed to bring employees up to speed or to prepare employees for potential next steps in their careers.

It’s important to talk to employees about why training is necessary before assigning the classes. If the right approach is used, employees may be excited about participating in the training that will help them to be more successful.

Tracking Employee Performance

Key performance indicators (KPIs) can tell an employer a lot about how a person works. Analyzing these statistics may help an employer to figure out which employees are most productive, what time of day certain employees are most productive, which times of year productivity increases or decreases, and many other very specific facts pertaining to productivity and performance.

Having this data available may help employers to do so much more than create disciplinary plans or goals for performance. Depending on the structure of the company, employers may be able to schedule employees for greatest productivity, plan for productivity dips, and have highly productive employees teach other employees their tricks.

Figuring Out Retention Issues

Retention is pertinent to any company, but there are a plethora of reasons that employees may leave. Analytics can help you to keep track of patterns in turnover and address reasons for leaving that are cited again and again. Improving retention can help strengthen your team while also mitigating hiring costs.

Staffing for Success

There tend to be patterns in absences and business booms. Analytics can help employers to identify when those factors most frequently affect business so that they can staff for success. Hiring an additional employee or two that can help cover during winter months when business gets busy or when employees tend to become ill can make all the difference.

HR analytics can be very helpful. If you’re interested in acquiring HR software that will give you access to analytics, we may be able to assist you. Visit this page to give us a little information about what you’re looking for so that we can help you get started.