How to Make the Most of HR Analytics


In the forever-changed workplace that strives to become fully remote or at least hybrid, having access to insightful, objective employee performance and productivity is a must. For this reason, numerous HR professionals are investing in HR analytics apps, including activity monitoring apps to ensure their talent and performance management  system practices are successful and make well-informed decisions to boost overall business growth.

Adding on-premise employee monitoring software to your HR tech stack will enrich your HR analytics offering you an in-depth understanding of employee productivity and performance. You can also use this data to assess employee engagement, identifying disengaged employees or those heading to burnout. This will help you take decisive steps and address these serious issues that can affect employee health and performance, making your turnover rates skyrocket. 

By taking your HR analytics to the next level, HR departments may have a significant role in strategic planning helping businesses to grow by keeping employees productive and satisfied. Here are several steps you can take to achieve this goal by boosting and refining your HR analytics. 

Create a Clear Plan of Action

Setting clear goals may be a critical step toward taking your HR strategy to the next level. Before you start devising your action plan try answering the following questions:

  • What goals do you want to achieve with this data analysis?
  • What other systems besides HR do you need to include in this process?
  • What tools and apps do you already have for collecting and assessing this information?

Getting clear answers will help you build a solid foundation for your advanced HR strategy.

Gather Data from Multiple Sources

The most logical starting point when it comes to optimizing your HR analytics strategy is to assess whether your current strategy delivers wanted results, and identify and add various information sources, like top employee monitoring software to paint a detailed picture of employee performance and attendance. This valuable data can help you identify those in need of specific training, or better evaluate previous training sessions by comparing employee productivity rates. 

Also, when you find out that some practices or apps you’re using for HR analytics have become outdated or inefficient, replace them with updated ones that meet current market trends and your business needs.

You’ll decide how broad and detailed data to collect according to your set goals. Then you can consult other departments and use their data to make more informed decisions. Whether this information derives from cloud-based or on-premises apps, it can provide significant insights for all users.

Make the Most of Predictive and Prescriptive Data

When you can get access to, collect and analyze data from various sources including employee monitoring software, you can make accurate, well-informed decisions and devise actionable steps to fix potential issues. and improve overall performance and efficiency. 

You can use this data to make predictions and create solutions for future similar issues. Shortly, this powerful predictive data will take your HR analytics to the next level, preventing potentially harmful trends like Great Resignation and quiet quitting to affect your business long-term.

While predictive data focuses on the future, prescriptive data revolves around the current state of things. For example, you can use monitor application usage for some time and use these reports to see the apps and tools your employees rely on most of the time to finish their projects. You can also see distractions that shift your employees’ focus from work, making them ineffective.

Then you can share all these insights with your employees trying to find on-the-spot solutions and remove the roadblocks to their productivity. 

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