Speaking about HR analytics, it is important not to confuse it with HR metrics. The latter are criteria of key results of HR management: productivity, efficiency, and impact on the company’s income. HR analytics, on the other hand, includes statistical technologies and experimental approaches that allow for a more complex and in-depth analysis of personnel data. Besides, in addition to direct functional data on personnel management, HR analytics includes data from various external sources – both within the company (e.g., data from other departments) and outside it.
Many researchers of this phenomenon write that analytics in HR management is based on four pillars – logic, analytics, criteria and processes (LAMP – Logic, Analytics, Measures, Processes). These four components allow to discover obvious relationships and motivate the company’s management to make decisions based on the analysis. These components are also the key to understanding the cause-and-effect relationships between HR management processes, on the one hand, and strategic HR management and business results, on the other.
Employee performance management: real example
Let’s say that the vegetable store “Nancy” needs a loader to ship a truckload of potatoes. The provider sends the loader Alex to the store and is responsible for him and for the work done. Alex ships the goods and it doesn’t matter how long it takes him to do it, because “Nancy” pays the provider for the service performed qualitatively and on time – a fixed amount for performing this work. That’s outsourcing.
If “Nancy” needs the same Alex for a certain period, let’s say for 3 months on a permanent or temporary basis. For its part, the provider sends Alex to work for Nancy, pays his salary, pays taxes for him, and bears responsibility for him. And Nancy in turn pays a certain rate for each hour/day/month of Alex’s work to the provider. This is leasing.
When Alex is initially on Nancy’s payroll, Nancy formally fires Alex. At the same time, the provider company employs him and assumes all HR functions. But in fact Alex continues to perform the same duties at the same Nancy.
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Examples of using HR analytics
HR analytics is the element of recruitment that HR technologies help evaluate along with the processes taking place within the organization.
Advice to managers who want to understand the needs of the company: rely on data, implement initiatives only for specific pains and problems, analyze metrics, and highlight the reasons why an employee leaves at each stage of his or her life.
All decisions in the organization should be based on HR analytics. If HR-analytics is not maintained, it will be impossible to correct mistakes.
Well-Being – To Separate Work and Personal Life
In the HR – human resource management industry there are such innovations as “well-being and health” or well-being programs. As the name suggests, their main purpose is to increase the level of comfort and well-being of employees while performing their professional duties. Such HR learning and development technologies of personnel management are quite effective, which is achieved due to the following factors:
- employees can personally choose a method for them to accomplish work tasks;
- the use of digital platforms for organizing collective activities;
- availability of high-speed internet at the remote employee’s home;
- a convenient work schedule can be set and monitored;
- assistance in setting up an office at home;
- provision of corporate benefits;
- training new employees as part of a team.
This technology has become popular due to the pandemic of many professionals having to transition to remote work. In order to properly parallel personal life and professional life, an employee needs to be provided with an optimal working environment in which he or she can devote all of his or her energies and attention to business projects.
Empowerment Course
Today, HR management is not just about tracking the performance of standard tasks by specialists and managing their resources, but also about identifying generalists capable of working in different environments and performing a wide range of duties. The trend is linked to the same pandemic.
Business leaders are now calling on employees to perform tasks that were not previously part of their job description. During the quarantine period, many employees and teams accepted such a challenge and proved that they were capable of doing projects even in areas that turned out to be quite unusual for their specialty.
This kind of HR process management has allowed companies to build a solid foundation and empower their employees with new capabilities and responsibilities.
Creating A Hybrid Office
With the shift to remote working, flexible work schedules have become commonplace for both managers and employees. In addition, such a regime has increased the comfort level of employees, and in parallel, productivity. There is only one thing left to do to ensure that work responsibilities at home are performed with as much dedication as in the office: creating a hybrid model of offline and online work. This will help improve the productivity and profitability of the organization.
