Is Big Data the Key to Effective Employee Engagement?
Is Big Data the Key to Effective Employee Engagement?
A focus on analytics means that big data will give way to more advanced HR processes that can achieve the best results when pointed in the right direction.
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A recent Forbes survey found that 53% of companies adopted big data strategies in 2017. While this is a far cry from the measly 17% in 2015, organizations still have a long way to go when it comes to understanding the value of big data in everyday activities. Financial and telecom services are at the forefront of this revolution, using big data to recognize patterns and establish connections between wellbeing, productivity, management styles, engagement, and more.
Your company can access such predictive capabilities, too. Simply instruct your HR managers to identify the information they wish to access, as well as their intended goal.
Encourage feedback and communication among employees using apps like Smarp to be more engaged in their activities. With Smarp, for instance, managers can curate or automate the flow of content to a dedicated feed that team members can use to track and discuss what various business units are working on.
Gamification functions add a sense of fun and surprise to employee engagement and brand evangelism on outward-facing social networks. Once you uncover your employee motivations and engagement drivers, you can use that information to devise a strategy for improving team communication. So, you’ll basically be collecting and analyzing data using employee engagement software to set up a measurable plan and to optimize it over time.
Function of Big Data in HR Operations
Contrary to popular beliefs, HR is not entirely an intuitive role. While a lot of HR decisions are subjective and are focused more on the employees than the organization, HR big data (or workforce analytics) provides an alternative. Workforce analytics organizes every decision taken by HR, compares them to office trends, and enhances HR processes.
How Big Data Aids Employee Engagement
The primary goal of every business is to profit. But to make money, you must spend money. Since employees are the best resource at a company’s disposal, it makes sense to invest in them. This is precisely why the management of human capital ranks so high on a company’s to-do list. Big data simplifies the process by:
Recognizing the connection between retention and engagement.
Helping you understand why and how your employees engage with what they do.
Assisting HR executives figure out how that fits into the larger business metrics.
Enables HR to retain employees.
Thanks to all these major insights, the way you conduct business undergoes a change.
But make no mistake: big data isn’t some ethereal concept. With the help of cloud-based programs, organizations can collect, analyze, and manage details which are then interpreted even further by the HR managers.
To get started with HR big data, you need to go through these four steps:
Choose tools and platforms.
Measure and draw insights.
Set Clear HR Targets
HR lacked focus previously, relying more on a "throw it against the wall and see what sticks" strategy. But now, you have all the tools you need to select the correct path for your organization. However, you must figure out what you’ll need to reach there. That’s why it’s important to establish clear KPIs like:
Voluntary attrition rate
See how these KPIs fit alongside your current business goals and join forces with other business functions if necessary to make sure you’re both on the same page.
Decide on the Perfect Platform/System/Solution
Plenty of HR directors launch online surveys to measure the success of their employee engagement strategies. That’s because digital is convenient and, if leveraged carefully, can provide various advantages. HR managers especially can use online tools for greater flexibility in acquiring and storing data. Not only is it accessible anytime, anywhere, from any kind of device but you can also contact employees irrespective of holidays, meetings, or absences.
Gather the Necessary Data
Set some time aside for acquiring data and receiving feedback from your employees. Remember: big data differs considerably from real-time quick survey details. You need to give employees enough time to get involved and acquire the necessary information. Provide resources to ensure smooth data collection.
Measure the Data
Once you begin to receive relevant analytics over the period you’ve set, see how it fits into your existing HR goals and check whether all milestones are being met. If necessary, plan and implement strategies that help you reach that point.
HR nowadays needs to strategize its involvement with business objectives. That’s because intuition-based directives no longer apply. The focus on analytics means big data will give way to more advanced HR processes that can achieve the best results when pointed in the right direction. Such data can help with employee engagement, providing HR managers with the insights they need to improve productivity and improve employee retention.
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