Workforce analytics to improve business performances

The process of harnessing big data to make informed decisions regarding people management, such as managing and employing the best employees, aligning compensation with their performance, and so on, is known as data-driven workforce analytics.

Availability of data at workplaces

Many organizations have a huge amount of data, which could be used effectively if it were properly organized. Workforce analytics helps companies optimize their data by collating, arranging, and transforming it into useful decision-making information for HR. Many businesses hire data scientists for astronomical salaries. However, data gathered and analyzed in isolation is just like dropping leaves in the forest. Data becomes relevant only when it can be applied to decision-making or when it can be understood.

Workforce analytics should be used along with decision-makers to make information available and to allow better decisions to be made. HR professionals can use workforce analytics to make informed decisions about employee life cycle issues, including performance evaluation, talent management, recruitment, compensation, training, and much more. Let us read through the benefits and applications of workforce analytics in organizations. 

Benefits of workforce analytics at companies

There are several benefits to using workforce analytics that help companies improve their understanding of their organization, HR, and identify trends in the workplace. Technology has made workforce analysis easier than ever before. It allows organizations to get an ROI for their investments in people. Furthermore, workforce analytics can:

• Determine the demand for new roles and jobs within your company.
• Estimate the value that an individual employee’s success will contribute to a company.
• Determine which functions or roles may be readily reassigned or eliminated.
• Assist in the analysis and management of expenses (such as payroll and benefits).
• Make processes more lean and efficient.
• Assist the organization in identifying, training, and developing future leaders 
•  Assess the company’s existing and future needs 
• Enhance the company’s performance and efficiency while also optimizing its structure and policies
• Create a fair compensation plan for employees

Application of workforce analytics for better insights

Workforce analytics uses algorithms that can be programmed to help companies improve their talent management practices such as:

Employment management

HR analytics helps companies set performance benchmarks and track employee performance to assess their potentiality and provide support. It identifies staff skill and training gaps so that training programs or support can be provided to boost employee satisfaction. Furthermore, this technique helps organizations to make succession planning, map high-performing individuals to the requirements and performance parameters of other roles.

Employee retention

With HR analytics, employers can monitor, alert, and correct compensation rates for employees who have exceeded expectations but have not yet been recognized. Supervisors can monitor and track user activity for productivity or security protocols and also identify behaviors that characterize employees who might want to leave the organization, then monitor and flag them. 

Case study

Experience, a global service company had an employee attrition rate that was too high. The company was facing turnover rates that were 3-4 percent higher than they wanted it. They were able to estimate flight risk successfully by employing a prediction model that included 200 variables such as team size and structure, supervisor performance, and commute length. According to the HR analytics team, people who were further away from the office were likewise more inclined to flee quickly. With minor tweaks to the predictive algorithm, the model was applied in several places. These insights, together with good management practices, are stated to have resulted in a 2-3 percent reduction in attrition rates over the previous year, resulting in savings of USD 8 million to USD 10 million.

Employee recruitment

With workforce analytics, instead of manually searching through resumes and unpacking applicant information, employers can use an automated resume parsing tool. They can conduct background checks and social media searches for candidates and look for red flags or positive indicators and create a list of candidates automatically.