Like most other operations in a company, human resources teams collect data. And just as in other areas, that data can be leveraged to help the HR team learn and make improvements.
So how can HR teams use the data they have collected to improve the workplace and employees’ day-to-day lives? Below, 12 members of Forbes Human Resources Council explore how HR departments can best leverage the data they collect to improve things for the entire team.
Members of Forbes Human Resources Council share valuable insights HR teams can get from analyzing collected data.
Photos courtesy of the individual members.1. Improve the entire employee journey from ‘hired to retired.’
A positive, productive employee experience and engagement is the new unwritten contract between employees and employers and is an essential talent attraction and retention tool. Most HR functions collect employee data in silos, but HR teams can and should take an integrated view of the “hire to retirement” employee journey to improve the employee experience. It requires work, but it is possible. - Naveen Bhateja, Medidata Solutions
2. Gain insights into diversity, equity and inclusion.
The importance of diversity, equity and inclusion has never been more evident. Today’s leaders can gain clarity on gender pay equity gaps and the representation of diverse groups in leadership by analyzing their organizational data. Modern, intelligent human capital management technology platforms allow for this kind of analysis and can make or break an organization’s ability to become truly inclusive. - Susan Tohyama, Ceridian
3. Create a more supportive workplace culture.
The right data reveal what’s most important to employees and, ultimately, the resources they need to succeed. When you can get a view into employees’ lives both in and outside of work, you can learn what they’re struggling with as well as where you can help them and enhance their experience by providing a supportive, nurturing workforce culture. - Lorna Borenstein, Grokker
4. Identify your top performers.
By leveraging employee data, HR teams can determine who their top performers are as well as the engagement levels of all employees. This information can help HR determine the type of management style that yields the best results and the types of recognition and incentives that drive workers to become top performers. They can then apply these insights to all employees and teams throughout the organization. - John Feldmann, Insperity
5. Find out where and how your employees are struggling.
Our homes have not only become our places for relaxation but also our workplaces and schools. Your employees may be struggling with their work-life balance—your data can assist you in identifying this. Time-off trends found in data analytics allow employers to see areas for improvement, which may include revisiting your PTO policies and/or strengthening your employee assistance programs. - Nakisha Griffin, Virtual Enterprise Architects
6. Reduce turnover and absenteeism.
Take a look at your rates for turnover, absenteeism and LTA. Compare those figures to prior years, and find out how to start decreasing them through incentives or even fun challenges. HR leaders have so much data they can look at and compare to previous years, and that data speaks volumes about what the company is or is not doing right. Safety, call-ins and turnovers may all be issues. - Melissa Bolton, Perlon Hahl Inc.
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
7. Pinpoint issues that may be affecting new hires.
New hire/rookie turnover rates can be a canary in the coal mine for organizations, highlighting potential issues with the hiring strategy, the effectiveness of onboarding, team dynamics, manager weaknesses, the work environment, stress, balance—we can go on and on. Unpacking where there may be gaps in the employee experience and life cycle is essential to ensuring development, growth and fulfillment. - Maria Miletic, Blue Prism Software
8. Diagnose causes of attrition.
Take the time to dig deeper into the data you routinely collect, such as data on attrition. Where is attrition happening and at what times of the year? Is it voluntary or involuntary? Is there a trend to the reasons for termination? The answers to questions such as these help you reshape your programs and processes from hiring and onboarding to performance management and leadership development to succession planning. - Jennifer Marszalek, Home Chef
9. Catch red flags early and retain top employees.
HR should analyze data that measure employee engagement, sentiment, pay competitiveness and any area HR wants to affect. Catching red flags early and retaining high-performing employees are big competitive advantages for companies. Therefore, it makes sense to automate these processes by applying AI technology and augmenting the HR team’s ability to make earlier and better decisions. - Tobin Cookman, ON Semiconductor
10. Provide equitable compensation.
Equitable compensation ranks high on the list when it comes to how employees decide whether or not to separate from a company. Conducting a pay equity review on an annual basis collectively impacts culture and the employee experience. - Megan McCann, McCann Partners
11. Gauge ongoing employee sentiment.
Gauging company sentiment on an annual basis can be challenging, as employees’ opinions may differ based on the week or month or even because of something going on in their personal lives. Collecting sentiment ratings from employees on an ongoing basis can help leaders improve culture and experience in a more effective, efficient and consistent manner. - Laura Spawn, Virtual Vocations, Inc.
12. Identify influencers and map relationships.
HR teams are now using a range of technologies that can be a mine of useful data. Digital social recognition platforms—where employees can nominate each other for living company values or a job well done—enable HR teams to understand which behaviors are being noticed and which need reinforcing, identify culture influencers, and map relationships and silos across the organization. - Philip Burgess, C Space
