The following article is a guest post.
Conventional HR employee hiring and retention strategies are becoming increasingly out of date.
Unlike in the past where pay and non-financial incentives were considered to be the main incentives for increasing worker motivation and job commitment, today HR managers are facing the challenge of formulating a HR policy that best accommodates different forces at play.
Factors, such as cultural and language differences, in addition to the rising tide of Just-In-Time workers and the millennial generation, puts HR managers and business owners at a difficult position to ensure their HR policy is consistent and up-to-date with the changing times.
The breadth of information spanning across these different factors and dimensions requires a substantial repository of data to manage and sift through information that is relevant for drafting a relevant HR policy. However, through analytics tools, companies can ensure their hiring and retention practices create value both locally as well as internationally.
The Power of People Analytics.
As far as creating a HR policy is concerned, there is no one-size-fits-all solution that can cater to any organization’s employee needs. Instead, firms need to utilize a more pragmatic approach by understanding their employee requirements and tap into business intelligence systems such as analytics.
People analytics is a term that is increasingly becoming associated with HR, owing to its versatility and capability of determining the right instruments and methods for hiring and retaining workers.
Through people analytics, organizations can take into account the complexity of cultural sensitivities, customs, and the divergence in attitudes to help craft hiring, training, and incentive programs that best fit their needs.
In fact, many businesses and organizations are already making good use of people analytics as a contributor to their HR policies.
People analytics are widely employed in the sports industry, for instance, to help understand the intricacies of sports dynamics in order to utilize the right talent in order to win games and other championship events.
Furthermore, MIT research shows that people analytics can help reveal inconsistencies in conventional incentive and reward practices that are often disguised under the pretext or race and gender differences.
How Does People Analytics Work?
There are a number of rewards platforms, such as Global Rewards Solutions that specialize in providing cloud-based HR policy making toolkit that operates using sophisticated people analytics capabilities. It can help detect patterns across voluminous amounts of data to create effective and suitable hiring and retention workforce strategies.
The process of people analytics for HR decision making is straightforward.
Companies gather and organize mountains’ worth of data and take advantage of advanced data mining and warehousing tools to understand delicate patterns, trends, and other similarities to suit an HR objective.
Whether it is deciding what particular hiring practices to use and how employees can be better engaged in the workplace, people analytics helps businesses to get a firm knowledge of their micro and macro HR spheres and help ensure their HR workforce needs are met as factors change and evolve.