Collection Mania
All companies collect data nowadays, the number of clicks on their website for example, or their blogs' reading frequency. There are all kinds of software available to automatically record these actions and analyze them. Human Resources cannot afford to stay behind and should consider People Analytics. This is a data-driven approach to analyzing the current and potential workforce.
The data is collected from diverse sources, and that's its true strength. HR collects employee data all day long, through one-on-one conversations, in meetings with business partners and during periodic feedback moments. All this information is stored using handwritten notes, text files and other databases.
What do we actually do with it, though? Stored information is like a story that never gets told. It's useless if the data isn't linked, if we don't put it in the right context and transform it into knowledge and insight.
Connecting the dots
New technologies and platforms such as the cloud allow us to link and combine multiple databases, for example LinkedIn data with feedback reports. This combination allows you to ask questions and create focus and vision for HR strategies supporting the achievement of business objectives.
The employees themselves benefit as well. The more you know about them, the more you can improve their satisfaction, engagement and performance. Privacy issues are inevitable with data collection. Companies should think matters through beforehand and set out clear guidelines. For example, would you install cameras to register how often employees smile during contact with a client? Or software to detect the mood of an email's content?
Want to get started?
If you'd like to centralize all your data collection and management, our HR solution 'From Hire to Retire' is the right option for you. With its powerful reporting tools (based on PowerBI) you can rapidly visualize the required data to take the correct and necessary decisions.
Interested in our 'From hire to retire' solution?
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More blog posts in this series
This blog post is part of a series of 5. Read the 4 other posts here: