The right people can turn a dwindling business into a flourishing one. It is then up to the HR managers to recruit, manage, track and retain the right talent for the long-term success of the organization. With improved technology, HR managers have access to all the information they need to do this successfully.
The 8 HR Analytics Every Manager Should Know About
However, with a deluge of information, HR managers are often found struggling to utilize the information for best results. Bernard Marr, the author of Key Performance Indicators, lists 8 HR analytics that every manager should know about:
- Capability analytics: Skills and capabilities of your employees are central to the success of your business. With the help of capability analytics, the exact capabilities that form the core for the success of your organizational goals can be determined. Through this talent management process, the gaps in the current and the desired capabilities can be assessed.
- Competency acquisition analytics: Certain core competencies are central to the success of your business. With the help of competency acquisition analysis, HR managers can determine the core competencies for the business. They can then use this process to determine whether the existing talent pool has these competencies. Using the same tool, HR managers can determine how to improve the competency level in-house or to recruit new talent.
- Capacity analytics: Capacity utilization impacts business. Capacity analytics helps to determine whether the business is running at optimum capacity utilization. It can help spot if the resources are being misutilized or if the employees are working over-capacity. It can also help the business to determine how much and when to increase capacity.
- Employee churn analytics: Attrition is one of the HR managers’ biggest problems. Employee churn analytics is a useful tool in determining the historical churn rates and predict future attrition rates as well as reduce turnovers. This is made possible through determining the satisfaction index, level of engagement of employees as well as advocacy score of employees.
- Corporate culture analytics: Though difficult to determine, corporate culture is the general rules, behaviours and patterns among employees of a business unit. Through corporate culture analytics, HR managers can determine existing culture trends within the business and decide and track changes to be made.
- Recruitment channel analytics: Employees constitute one of the major business expenses. Through recruitment channel analytics, managers can find out where their best employees come from and which recruitment channels are the most effective. For determining this, the process utilizes KPIs such as the value of human capital added and the return per employee.
- Leadership analytics: Leadership determines the success rate of the business. Through leadership analytics, managers can determine the performance of the leaders. The process utilizes surveys, focus group discussions, employee interviews and ethnography to furnish data related to leadership performance.
- Employee performance analytics: Through employee performance analytics the performance of each employee can be tracked. With the data generated, managers can determine ways to enhance the performance of under-performers and incentivize the achievers to keep everyone motivated.
With the use of these 8 HR analytics, HR managers can up their game and improve overall business performance statistics.
There is no doubt that even small businesses are looking to appoint talented HR managers to ensure that they get the best out of their employees. Good HR officials will also make sure that people don’t leave a company in search of greener pastures. Human resource personnel is responsible for managing a firm’s workers and making sure that they work towards achieving business goals. There are certain skills a person must possess to make him or her an excellent manpower manager and these are taught in the best HR management courses.
Maintaining Employee Relationships
The success of a business depends heavily on good employee-employer relationships. This can become sour due to various reasons. There can be expectations on both sides which were not fulfilled. Personal differences can also be a reason for spoiling the smooth interaction between both entities. HR officials need to ensure that this issue is resolved and a calm atmosphere prevails.
XLRI courses for HR professionals deal extensively with conflicts and resolutions. This can be sometimes settled inside the office or at other times it may need to be settled in front of competent agencies. In both cases, human resources managers are the key persons. There can be disputes between employees. Such matters must be settled without causing disrespect to either party.
Onboarding Efficiently
Onboarding is the process where new recruits settle into a company and are made to feel comfortable. Allowing employees to adjust to a firm’s cultural and professional environment helps to make them stay on for a longer time. This will greatly reduce staff turnover and reduce expenses. HR officials are tasked with making new workers quickly feel like they are the right fit for the slot.
It is not easy for a person coming from a different background to get accustomed to new ways of functioning. Understanding their mentality and making them feel like one of the staff members is necessary. HR management courses can teach you how this can be done in a way that new workers start becoming productive very soon. These courses teach different ways of integrating them into the firm.
Being Software Savvy
Automation is essential in today’s business environment. Things must move quickly and more efficiently for companies to surge forward. Use of Human Resource Information Software is on the rise as this helps to complete a lot of tasks easily. This frees HR officials and allows them to do more creative work. One must possess the skills to use such software to get better results for their work.
Apart from performing payroll preparation, marking attendance, etc. these packages also help in preparing assessment modules for employees. Using software also helps in gathering information from staff members to improve systems at the workplace. Having adequate knowledge about the use of such automation systems will help you perform tasks easily and more efficiently.
Managing Employee Performance
One of the most important tasks of human resource managers is to ensure that all employees perform well. Everyone must do their jobs in the most efficient manner if company goals must be achieved. The job includes setting goals for individuals and teams. These must be in line with an organization’s objectives. Team members must know what is expected of them and fulfil their obligations.
HR professionals must continuously track the performance of every employee. Wherever there is a deficiency, the reasons for this must be analyzed and a proper solution found. You must be able to patiently listen to what every person has to say about the difficulties they face in achieving their goals. Human resource officials must teach, coach, and mentor workers and help them perform better.
Collaborating Skills
HR officials do not belong to any particular department. They must interact with people from all business units. It is also essential that they have good relationships with employees at all levels. Working with other unit heads is necessary for finding out manpower requirements. Training is also the responsibility of human resource officers. They must work with other heads to find out such needs and arrange for the same.
Strong collaboration skills are also required when companies restructure. People may be moved from one place to another and it is your responsibility to ensure that such activities happen smoothly without affecting work adversely. Good interpersonal traits are also essential to counter resistance from employees to changes in working methods. Having a good relationship with everyone helps in getting correct feedback from staff members.
Communication Skills
Every HR professional must be a good communicator. They must be able to convey messages clearly. Whether it is to outside agencies or to workers in the organization, their oral and written communication must leave nothing in doubt. When explaining job descriptions to prospective employees or recruitment agencies, there must be excellent clarity if they hope to get the most suitable people.
Communication also plays a major role when conveying grievances of employees to the top management. A human resource professional serves as a means for workers to communicate their views, opinions, and needs. Likewise, they are also tasked with informing staff members what executives of a company expect and what goals they aim to achieve. XLRI courses for HR professionals give much importance to developing communication skills.
Other Skills That HR Managers Must Possess
Recruitment is the primary job of a human resources official. He or she must be highly skilled in finding suitable people who will not only fulfill job requirements but also be culturally compatible. They must also be competent project managers because HR departments must complete various time bound tasks like putting in place new assessment systems. Being ethical and exhibiting integrity helps them gain the trust of employees and employers.
Summing Up
It is quite evident that being good with people is not alone enough to be a good HR professional. You must develop various skills that will help in performing duties efficiently. Those who are already working in the department must see if they possess the necessary qualities. Not everyone will have all the capabilities needed for a manpower official and this is where attending online certificate courses can be a big help.
More Information:
How to Find Human Resources Job Opportunities?
How to grow your career in Human Resource Management in 2022?
The Key Responsibilities of a Human Resources Department in a Business
Executive Post-Graduate Programme In Human Resource Management from LIBA/UPGRAD
