Who would have thought that a global pandemic would hit and bring us to a “new normal”? This global pandemic hit us in almost all aspects of our lives, but together with this, it also made us see the loopholes on the current system. As we embark on the new normal, data trends and analytics are rapidly changing. Many businesses are implementing remote work set up; challenges are indeed rising but these new data trends are helping organizations improve remote work performance and increase employee engagement.
Here are four HR data trends that can help you maximize your employee’s potential.
Creation of Consequential Metrics
In a business, data becomes much more relevant for HR decision-making in a socially distanced work environment according to a research done by Gartner. Known as “people analytics,” this data discovery branch focused on the use of information usually gathered and processed by HR to get a deeper view of what workers are doing, why they are doing it and how it influences the business.
After gathering these data, HR should analyze and audit procedures that empowers management decisions – similar to those of other roles such as sales and finance. By having metrics, the HR can align themselves in creating better processes that can benefit both their employees and the business.
Storytell your Data
Not all data can be presented via numbers and percentages, but through storytelling, you can deliver and present a solution to a problem that isn’t static. Amin Venjara, VP of Product Management for ADP DataCloud, said that “stories catalyze action”.
When HR analyzes employees behavior, most of the time, it cannot be determined like a yes or no question, rather you can present it in a story to be able to communicate it well. Since these behaviors vary due to several factors whether it be related to work expectations or personal problems like family, financial or mental stress.
Get Granular Data
More businesses give importance to practical applications of people’s data in their organization. HRs are now looking to leverage people’s data to the fullest extent possible that would benefit the business. This will be done by assessing the current skill set of the employees and checking for gaps. A job title is indeed not enough, the gap within the job title and skill set should be filled. HR should find skills to upgrade and create processes for each level. This is where detailed data helps HR in identifying those gaps, getting a bigger picture for that gray area.
Find a Data Translator
Aside from having a storyteller, an organization must also have someone who can interpret data into a plan and take action with the team that will be involved. Data translators are the man of action. Businesses may need to upskill their HR leaders for this role by providing enough training, resources or create an entirely new position to take on this task.
As your business starts to prepare and adapt to these evolving data trends, Serbizyo’s online benefits administration solutions, through its HRIS database platform, can provide a much-needed kickstart in performing data analytics for your business operations in the new normal.
To learn more, contact us at firstname.lastname@example.org