For a long time, the HR department was only considered on the sidelines when it came to digitization initiatives. However, Human Resources is precisely where a huge potential for improvement can be found. Flexible structures, the increased individualization of employee scheduling and new work models require broader decision-making bases in the field of personnel planning. Learn how you can use HR Analytics to sustainably improve your human resources management.
HR Analytics – sometimes also called Workforce Analytics – addresses the analysis and observation of employee behavior and personal data. By collecting information on requirement profiles, areas of deployment or preferences, a far-reaching data set can be created. The data can be used as a decision support tool. In this way, possible strategies or improvement potentials can be derived from everyday employee data.
It is essential to apply workforce analytics in a target-oriented manner. Therefore you need to be aware of the areas that need to be analyzed beforehand. Only this will ensure that ideal decision metrics can be identified for the specific purposes. A consistent approach and calculation of possible key performance indicators is essential, especially with regard to the comparability over time.
Workforce analytics can be applied to a variety of fields. In addition to automated handling of the recruiting process, they can also be used to improve employee satisfaction, optimize rostering, and ensure efficient employee management. Another important advantage of using digital tools for decision-making is the significant increase in overall fairness. On the basis of historical planning and employee data, planning strategies can be developed that can be used as a basis for future decisions.
Particularly in the context of personnel resource planning, HR Analytics thus enables the optimization of a wide variety of company-specific processes. Tracking absence rates allows initial conclusions to be drawn about poor motivation on the part of individual employees or problems within an existing team. Fluctuation rates or internal mobility rates may also indicate a need for reorganization within the workforce. For HR professionals, all these key figures provide important indicators for the sustainable improvement of their company.
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