What Are the HR Analytics Trends to Watch out for in 2018?
It goes without saying that the workforce is vital to the success of any company. If HR managers can analyze and predict staff needs accurately, then it would prove easier for them to make the office environment more productive, improve career development, and implement human resource processes. Research indicates that future HR leaders will be […]READ MORE >>
It goes without saying that the workforce is vital to the success of any company. If HR managers can analyze and predict staff needs accurately, then it would prove easier for them to make the office environment more productive, improve career development, and implement human resource processes. Research indicates that future HR leaders will be those who understand what technology can do, know how to mine intelligent insights from the technology, and apply them to their workplace to achieve their business goals. Advanced technologies such as HR analytics help managers to understand their workforce better. Therefore, workforce analytics is something that no progressive organization can afford to overlook. Here are four HR analytics trends that are going to break new grounds for companies at large:
Utilize blind hiring techniques
Sometimes managers find a hard time in making a choice between different candidates. Sometimes there are also reported instances of unfair or biased judgment made. Companies can avoid such incidents with the help of a blind hiring process. Businesses can use HR analytics software that is entirely bias-free for screening and preselecting candidates based on their actions and answers, using algorithms to calculate a candidate’s likelihood to succeed in the role they apply. In 2018, we can expect more companies to resort to advanced analytics techniques while hiring employees for different job roles.
Increased measurement of the employee lifecycle
This year, HR analytics is all set to take a sharp turn towards utilizing available data for measuring the entire employee lifecycle — from pre-hire to exit. Progressive companies are likely to emphasize more on using data for measuring the employee lifecycle and reduce voluntary turnover. Each phase of the life cycle can give unique insights and value to the company regarding voluntary turnover. Several survey firms are already moving in this direction.
HR analytics is here to stay
The benefits offered by workforce analytics have been tried and tested by various top organizations. The majority of midsized to large organizations are trying to invest in and build robust HR analytics capabilities. However, a significant dilemma remains for most organization whether to buy or build workforce analytics for their company. The decision indeed varies according to each businesses’ capabilities. Also, from past experiences, many companies have identified that having a strong strategy is essential while implementing workforce analytics. Otherwise, the data just remains a tracking dashboard, which is simply not analytics.
Increases use of IoT
Cloud computing’s application in HR has skyrocketed more than ever before in the recent years, and this trend is expected to continue in 2018 as well. Storing data on clouds means that it would be easier to access these data and use them for workforce analytics. Even small and medium-sized companies are increasingly incorporating IoT capabilities into their business. Cloud computing offers several other benefits as well to companies, which include automatic software updates, so that the staff can access applications anywhere and at any time, and also enhanced data protection.