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The CIPD describes Human Resources Analytics as \u201cthe use of people-data in analytical processes to solve business problems\u201d. But what does this mean?<\/p>\n
HR analytics, in simple terms, is a way of collecting a bunch <\/span>of information, and converting it in to a report which everyone understands! For example, you could collect data on the following:<\/span>\u00a0<\/span><\/p>\n<\/div>\n HR analytics involves beginning to combine data from these areas in order to produce something of value to the business. For example, you could begin to look at whether absence rates increase prior to employees exiting a business, or what type of absences are most common prior to exit. You could also investigate whether there is a link between employee engagement scores and average training costs spent on an employee.<\/span>\u00a0<\/span><\/p>\n It\u2019s also important to point out the difference between standard analytics and predictive analytics. Standard analytics involves the use of historical data, and the interpretation of it to produce reports of what has happened in the past. Predictive analytics involves looking at this historical data, spotting trends, and trying to show what will happen in the future if these trends carry on. The financial markets have been doing this for years, so there are some sophisticated methods out there; however, these are now being used heavily within HR, and will shift HR as a \u2018business necessity, but not a core function\u2019, to a \u2018intrinsic part of every business, which is the core driver of productivity\u2019. <\/span>\u00a0<\/span><\/p>\n Another area we need to look at in HR, and surprisingly one which is often overlooked (which is interesting considering the area) is qualitative data. Qualitative data is the opposite to quantitative data which is simply numbers. Qualitative data is usually words and text<\/span>, whether spoken or written, and can be analysed for trends. This is often more difficult than numbers, but if you think of a word cloud, you will get the picture.<\/span>\u00a0<\/span><\/p>\n \u00a0<\/span><\/p>\n HR analytics will be considered a \u2018fad\u2019 by some <\/span>at the moment<\/span>. Although the term itself may be misplaced or misused from time-to-time, <\/span>the principals of trying to use data to drive business decisions (whether through standard or predictive analytics) <\/span>remains <\/span>an effective method<\/span>, and some key statistics can be found around this:<\/span>\u00a0<\/span><\/p>\n Producing HR analytics data can allow you to drive a more informed decision-making process. Have you ever heard of the HiPPO \u2013 The Highest Paid Persons Opinion? This is a tendency for lower <\/span>paid employees to be ignored when decisions are being made, as opinion only counts.<\/span>\u00a0<\/span><\/p>\n If you want to make an informed decision, in which all opinions are considered equally, then you need data to back-up what you\u2019re saying. This is where HR analytics really comes in to its own, when any member of a HR team (internal or external) can present a relevant case regarding people to senior decision makers. This can truly help shape an organisation.<\/span>\u00a0<\/span><\/p>\n So, if you can get hold of this data, what sort of cases would you want to present?<\/span>\u00a0<\/span><\/p>\n <\/p>\n This is what we always regard as a great first step when delving in to HR and Workforce analytics. Simply find a method to start talking to your employees. This could simply be your own annual <\/span>survey and<\/span> starting to track trends from it. You could consider breaking this down in to quarterly (or even monthly) surveys<\/span> with this being such a critical part of the company; can you really afford to only track change once a year?\u00a0<\/span> Also, you can begin to look at software tools as a way of interfacing regularly with your employees.<\/span><\/p>\n <\/p>\n Once you\u2019ve engaged your employees, it\u2019s important you then set the precedent that you\u2019re looking after them! <\/span>Most employee engagement tools (manual or automated) will contact your employees and gather data, but it is up to you to then do something about this. You can begin to gather <\/span>insights into the general mental health and wellbeing of staff and begin to support them. Be careful though, don\u2019t think that just responding with a \u2018one-size-fits-all\u2019 approach will work, <\/span>as this can waste time and budget. Make sure you track the correct <\/span>data and<\/span> go with a strategic approach (see below if you\u2019d like help on this!).<\/span><\/p>\n <\/p>\n After you\u2019ve engaged with your employees<\/span>, you could begin to look at <\/span>ways of monitoring performance based on data sets.<\/span> This obviously gets in to areas which can become a bit \u2018big brother\u2019, so be careful about you go about this. Have a look in to productivity tools, <\/span>and ways of using data you already have.<\/span>\u00a0<\/span><\/p>\n <\/p>\n Workforce planning begins to move more in to the predictive analytics side of <\/span>things but<\/span> is incredibly useful. On analysing your previous trends, can you begin to detect where there will be gaps in knowledge, or where there will be strain on certain areas of the business? This may connect in with your health and wellbeing <\/span>systems, <\/span>to provide you with additional insights!<\/span>\u00a0<\/span><\/p>\n <\/p>\n We would always recommend that the first thing you need to do is to speak to your employees! The best way to do this is to start with an employee engagement tool<\/span>. This could be a software or a manual process through sending out surveys, which will begin to provide you with data.<\/span>\u00a0<\/span><\/p>\n Once you have completed this, you\u2019ll probably find that a natural progression is to begin looking at the Mental Health and Wellbeing of your staff. Generally, when companies do <\/span>this,<\/span> they tend to think there is a \u2018one-size-fits-all\u2019 approach. The issue here is that there is no strategy, and this can end up costing a lo<\/span>t of money to pay for all staff to do the same activities.\u00a0<\/span>\u00a0<\/span><\/p>\n The first thing you realistically want to achieve, is to begin tracking some basic metrics, in order to calculate the ROI of your program. There are a range of predictive analytics tools which can help you achieve this. This will allow you to start building out your mental health & wellbeing strategy. <\/span><\/p>\n <\/span><\/p>\n <\/p>\n<\/div>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.8.1″ background_color=”#622398″ use_background_color_gradient=”on” background_color_gradient_start=”rgba(98,35,152,0)” background_color_gradient_end=”#ab5780″ background_color_gradient_direction=”20deg” background_color_gradient_start_position=”50%” background_color_gradient_overlays_image=”on” background_image=”https:\/\/culture-analytics.co.uk\/wp-content\/uploads\/2020\/03\/Lumien-Partner-BACK-02.png” background_size=”initial” background_position=”top_right” transform_scale=”90%|90%” width=”72%” width_tablet=”” width_phone=”90%” width_last_edited=”on|phone” module_alignment=”center” custom_margin=”25px||25px||true|false” custom_padding=”50px|50px|50px|50px|true|true” link_option_url=”https:\/\/calendly.com\/chrisgolby\/lumien-demo?hide_gdpr_banner=1&text_color=595959&primary_color=622398%27%7D%29%3Breturn&month=2020-11″ link_option_url_new_window=”on” border_radii=”on|20px|20px|20px|20px” border_color_all=”#622398″ box_shadow_style=”preset1″ box_shadow_blur=”66px” box_shadow_spread=”1px” box_shadow_color=”rgba(98,35,152,0.45)” saved_tabs=”all” transform_styles__hover_enabled=”on|hover” transform_scale__hover_enabled=”on|hover” transform_translate__hover_enabled=”on|desktop” transform_rotate__hover_enabled=”on|desktop” transform_skew__hover_enabled=”on|desktop” transform_origin__hover_enabled=”on|desktop” transform_scale__hover=”100%|100%”][et_pb_column type=”4_4″ _builder_version=”4.0.9″][et_pb_text _builder_version=”4.8.1″ text_text_color=”#ffffff” text_line_height=”1em” header_3_text_color=”#ffffff” header_3_font_size=”32px” background_layout=”dark” header_line_height_tablet=”” header_line_height_phone=”1em” header_line_height_last_edited=”on|phone” header_3_line_height_tablet=”1.2em” header_3_line_height_phone=”1.3em” header_3_line_height_last_edited=”on|tablet”]<\/p>\n Find out how lumien can help you measure your teams wellbeing, all the time.<\/p>\n [\/et_pb_text][et_pb_button button_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjMyOTEifX0=@” url_new_window=”on” button_text=”Book a demo” button_alignment=”left” _builder_version=”4.8.1″ _dynamic_attributes=”button_url” button_text_size=”22px” button_text_color=”#ffffff” button_bg_color=”#ff578a” button_bg_color_gradient_start=”#dc77ad” button_bg_color_gradient_end=”#ee747b” button_bg_color_gradient_direction=”5deg” button_border_width=”0px” button_border_radius=”10px” button_font=”|700|||||||” button_use_icon=”off” background_layout=”dark” custom_padding=”15px|40px|15px|40px|true|true” hover_transition_duration=”900ms” box_shadow_style=”preset6″ box_shadow_horizontal=”50px” box_shadow_vertical=”-24px” box_shadow_blur=”54px” box_shadow_spread=”-20px” box_shadow_color=”#db69a6″ box_shadow_color_last_edited=”off|desktop” locked=”off” box_shadow_color__hover_enabled=”on|hover” box_shadow_color__hover=”rgba(0,0,0,0)” transform_styles__hover_enabled=”on|hover” transform_scale__hover_enabled=”on|hover” transform_translate__hover_enabled=”on|hover” transform_rotate__hover_enabled=”on|hover” transform_skew__hover_enabled=”on|hover” transform_origin__hover_enabled=”on|hover” transform_scale__hover=”95%|95%” box_shadow_horizontal__hover_enabled=”on|hover” box_shadow_horizontal__hover=”-50px” box_shadow_vertical__hover_enabled=”on|hover”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" [et_pb_section fb_built=”1″ _builder_version=”4.0.9″ custom_padding=”||75px|||”][et_pb_row _builder_version=”4.0.9″][et_pb_column type=”4_4″ _builder_version=”4.0.9″][et_pb_text _builder_version=”4.0.9″] The CIPD describes Human Resources Analytics as \u201cthe use of people-data in analytical processes to solve business problems\u201d. But what does this mean? HR analytics, in simple terms, is a way of collecting a bunch of information, and converting it in to a report which everyone understands! […]<\/p>\n","protected":false},"author":4,"featured_media":2053,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","footnotes":""},"categories":[227,40],"tags":[],"yst_prominent_words":[236,231,233,235,230,157,156,228,232,58,237,148,239,21,146,240,229,234,238,241],"class_list":["post-2052","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","category-mental-health"],"yoast_head":"\n\n
Why would I use HR analytics?<\/span>\u00a0<\/span><\/h2>\n
\n
Employee Engagement<\/span><\/strong>\u00a0<\/span><\/h3>\n
Mental Health and Wellbeing<\/span><\/strong>\u00a0<\/span><\/h3>\n
Employee Performance<\/span><\/strong>\u00a0<\/span><\/h3>\n
Workforce Planning<\/span><\/strong>\u00a0<\/span><\/h3>\n
How do I get started?<\/span>\u00a0<\/span><\/h2>\n
Understand your employees wellbeing.<\/span><\/h3>\n