Big Data: The key to effective employee engagement

仍然不知道什么'大数据'是什么意思?

More than 56% of UK HR Directors and Managers have stated that they honestly don’t understand what Big Data is and how it relates to their every day activity, as revealed in a recent study byTalentia Software

该术语在几个行业中正在增加频率。大多数时候,假设读者了解其完整的含义及其应用,实际上并非总是如此。

大数据代表大量信息,不断从我们的每项活动中构建。这种信息的不同质量是它通过不同类型的处理提供了我们预测性能力。

Human management systems have the ability to use this data to identify patterns and establish links between productivity, engagement, wellbeing, management styles etc.

该技术在这里。人力资源管理人员需要做的是弄清楚他们想要访问的信息以及它将提供的目标是什么。

例如,如果我希望通过增加团队沟通和反馈的团队更加与他们所做的事情,我必须了解员工的激励,我的团队的主要订婚司机是什么。根据该信息,我可以建立一个增加团队沟通的策略。换句话说 - 收集数据,分析数据(使用员工参与软件)并实现可衡量的策略。my188bet

Big Data: an invaluable HR asset

HR is oftentimes thought of as an intuitive function. And that’s not necessarily a bad thing. It’s true that many HR decisions are focused on individuals and bear this subjective aura that it impossible to quantify or analyze. Or so we thought.

Workforce analytics, or HR Big Data, is the key to that problem. It finds a way to organize all those instances where HR decisions were made, compare them to workforce trends and improve HR processes.

“就像广告商和零售商正在使用来自客户的在线和社交媒体活动的数据,以定制他们的购物体验,组织很快就开始使用工人的个人数据 - 他们的许可 - 以衡量和预测性能和保留问题。”

Anthony Bruce, HR analytics leader atPwC

Big Data brings an immense value to three key HR processes: talent acquisition, learning and development and employee engagement.

如何使用大数据来增加员工参与my188bet

管理人力资本也许是企业应该拥有的第二个最重要的重点。利润是其存在的原因,但如何获得整个商务旅程。随着员工是您的第1个资源,它只投资于它们的逻辑。

大数据带来管理员工的价值正在识别和分析参与和保留之间的关系。如何以及为什么人们与他们所做的事情进行搞,这是如何转化为商业指标以及您可以改进的内容来保留它们。这些是可以改变您的业务方式,提供大数据的关键洞察力。

“早些时候,当ceo和cfo说,conversation was based on solid data. HR conversation, however, was merely anecdotal. Now, thanks to data analysis, HR is able to spot trends, make predictions, create a roadmap to succeed and have conversations with other C-suite members of the company based on solid facts.”

Shaswat Kumar, partner, Aon Hewitt通过Business Standard

Big Data is not an ethereal notion. Cloud-based software solutions make it possible by collecting, processing and organizing information that HR managers can then interpret even further.

Now that you know why you should be using workforce analytics, here’s how to get started:

Have clearly established HR goals

“If you don’t know where you are going, any road will get you there.”

刘易斯卡罗尔

That used to be how HR worked. Now, you have the means to find the right road for your company. But first, you need to decide what you’re going to need to get there.

Set clear KPIssuch as:

  • 保留率
  • Voluntary Attrition Rate
  • Happiness Index
  • 任期(年)

将这些KPI与您的业务目标相关联,并与其他业务功能合作,以确保您在同一页面上。

Find the right solution/system/platform

据最近研究那88% of surveyed HR Directors use online surveys to measure employee engagement. Digital has become our second nature and businesses have a lot to gain from it, if they leverage it properly.

For HR managers this is a great benefit. Online tools allow for bigger flexibility in collecting and storing information. You can access it anytime, from all types of devices and you can reach employees regardless of absences, holidays or meetings.

收集数据

花时间收集数据并获得员工反馈。大数据与一次性快速调查数据不相同。让员工参与并收集正确的信息。设置数据收集的时间帧。

确保你有employee buy-in when implementing a new HR software solution那so that data collection goes smoothly.

Measure it

After you start getting relevant analytics, over the timeframe you’ve set, correlate it with your initial HR goals and see if you’re meeting your milestones.

设计和实施策略,以帮助您到达那里。这里有一些employee engagement ideasthat you can draw inspiration from.

Adjust and re-plan

Asses your performance and adjust next year’s strategy based on the data gathered and the results your strategies generated. Fine-tune your system, set new goals and see if there are any improvements you can make in data collection and measurement.

Bottom-line

A key requirement for HR today is to be strategic in contribution to business objectives. Intuition-based decisions are not the standard anymore.

通过现在可用的分析系统,大数据意味着更复杂的人力资源流程,可以在正确的方向上重点努力,以实现最大效果。

这些数据在员工参与中尤为宝贵,提供人力资源管理人员对如何提高生产力并提高my188bet保留的关键见解。188宝金博网站

Our advice? See the big picture, explore the systems and platforms available and use technology to fortify the strategic role of HR.

Image credit:ARS Electronica.underC.C.2.0.

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