When asking an HR professional “what is the average turnover rate of his organization?” or “which of your employees are most effective in their work?” – will not get you a clear answer.
The issue here lies with the approach to understand efficiency at work especially by department and area of expertise.
There is a lack of data driven processes in HR that hinder it from achieving its full potential. This is where analytics plays a crucial role in helping to be more effective while taking decision as there are certain questions that can only be answered using data .
You need to start forecasting for corporate development.
1.Better hiring practices
There are certain important interrogation points HR managers ask themselves regarding their hiring process but fail to find real answers that will help them to advance in the process.
Shifting to an analytical streamlined data-oriented strategy will help to quantify the success or failure of certain decisions that have been made in the past provide and hints for better go to action plan.
Example: focusing only on hard skills and neglecting the soft skills while interviewing, implementing assessments, judging profiles only based on their CV’s etc etc…..
2. Higher retention rate
The cost and time involved in replacing employees can be very high which makes sense to preserve the workforce we have in place. Not to mention the training and time they need to adapt.
By collecting and analyzing data regarding turnover numbers, how long employees retain in your firm, how many roles have they changed internally – you receive many indicators that are directly related to your actions, culture, and work ethics.
Improve the Employer Brand, Engagement and work satisfaction of your employees by understanding the insights of the numbers behind the people.
3. Improved workforce planning
Companies have always been analyzing numbers and results in related to revenues and performances but never really took the time to analyze their HR and Recruitment processes.
Knowing that People are a company’s biggest asset, learning from the past can help for future decision making while adjusting and changing several processes. Making sure the right people are working in the right department/function within the organization. It also help to decide when and who should have extended training or management promotion.
HR and Recruiters must align HR related data and initiatives to the organization’s strategic goals.
Resources such as shared workspaces, company events, collaborative tools, and employee challenges can be implemented to achieve this goal.
To determine how successful initiatives are, HR analytics can be utilized to examine correlations between initiatives, strategic goals and the final result.
Once data is gathered, managers can put overlook the information turning it into an advantage implementing it into tools to gain actionable insights. These tools provide insights in the form of dashboards, visualizations, and reports. An ongoing process should be put in place to ensure continued improvement.
Step 1. Start by assigning new roles in your HR department defining what and how you want to achieve it. For this you would need capable employees who can analyze data and put it into models.
Step 2. Prepare the finances and budgets ahead of time so you can plan ahead your “go to action plan”.
Step 3. Identify your data sources as you will need a concrete library of accurate data that you can rely on.
You can rely on the HR technology you are using such as ATS, Assessments, Onboarding, HRIS, Referrals….
Step 4. Building your analytical model which you all agree would be used regularly and for all HR activities gathering constant information from different sources.
Step 5. Train your employees and managers alike to be familiar with the new processes. Everybody needs to be engaged and on board to understand the basic structure. Focus on your core organizational beliefs and desired employee competencies.
People Analytics was introduced a few years ago the global HR community and gaining more traction as Hiring and Retaining talent has become a bigger challenge.
Statistics, Data and Analytics have become important to consider as they generate actionable insight when deciding what HR decisions or strategies to adopt, the main 2 factors are time and cost reduction.
A new Citrix poll indicates 64 percent of workers aren’t comfortable going back to the office for another month or more.
Many people feel very threatened from the virus and don’t feel comfortable taking public transport or working in an environment where they have physical contact with colleagues and clients. Some also privilege working from home as they feel more productive and can mix personal life as well.
Since your employees are the pillars of your company, health safety must be the first priority. Consult the government t regulation and implement them according to your sector and possibility.
Make sure there are enough hand sanitizers, masks and encourage distancing between colleagues or customers.
How to implement back your company’s culture and values?
Employees have been working individually from home for almost 3 months, they are not as connected as before to their colleagues, work ethics and have lost some of the culture fundamentals.
It would be a difficult scenario if workers were to all suddenly return to the office without knowing what to expect.
Preparations entail preparing and creating comprehensive guidelines that can be distributed to all employees before coming to work. Furthermore, some companies may decide to slowly make the transition between home and office.
HR departments and management need to structure clear messages and communicate daily with their workforce and updating them on any progress and new decisions.
Employers can have online team meetings to connect employees and keep them informed prior to changes. The importance of communication should not be overlooked as it’s key for making sure everybody is on the same page.
Furthermore, HR should be ready to offer flexibility. This includes paid/unpaid leaves and be extra understanding of potential requests.
Flexibility is crucial because It shows employees that you care and understand about their needs.
Talk to your employees and assess the situation with each person individually to understand their needs, fears and psychological state.
The well being and psychological state of your employees might have been affected by this situation and therefore it is important to take extra care of your people.
According to that make a clear plan what employee is coming to the office immediately, who can/wants to work part time remotely.
In the retail market, some companies adopt the team A and team B strategy to minimize the risk of having the entire team in quarantine in case there is a contamination.
Organization must step up and be very creative making a clear plan of a action on how to come back to normal business taking in consideration all the factors mentioned above.
Every corporation should prepare and implement a different strategy that is unique to its employees needs and company structure. Taking precautions and being empathetic at the start can help stabilize the transition.
For every role different skills are required but there are also the global skills that employers are looking to find. Those skills cannot really be detected with just an interview as recruiting managers don’t pay much attention to the importance of those skills.
A difficult task when interviewing candidates is to know if they would fit in your company culture, get along with the teams, would they perform well, and of course how long they would stay.
A very popular method is to let the candidate rank the personality traits he thinks are most important. Furthermore it can help the interviewer spot if the candidate is being honest.
Present a real life business scenario to your candidate. Ask them how they would deal in such a situation. Through this method, you can identify the character that reflects in his story and assess them on their actions. You can structure the question based on the skills you would like to identify.
Introduce them to the employees of your team with whom they might be working with. You will be able to assess immediately if they have a good bonding and share the same vision.
Give your candidate an assessment test to analyze and detect their soft skills looking at different aspect of their character such as motivation, leaderships, ambition and others. Compare it with the results of your current workforce to understand if there is a fit.
While the interviews pay great attention to the body language of your candidate in different situations, the way he/she reacts to your questions, how they describe themselves and above all when they talk about their motivation. Reading body language helps to predict their Interpersonal compatibility with other employees in your firm.
1. Boost Teamwork and Culture
When hiring alike people with similar characters they tend to work together better and more efficiently joining forces and resolving problems quickly.
2. Retention rate increase
Once your teams are well synced and enjoy the work together, they remain in your firm and have less chance to leave. This also helps to lower the recruitment costs significantly as you don’t need to replace anyone but just hire new staff for growth.
3. Improves Leaderships
Let your people excel at work, guide them to the path for leadership’s positions. They would then delegate other people and hence the company can grow. Good management helps to retain talent as 50% of employees leave their job due to poor management.
4. Attract new Talent
If your employees are compatible and work well together, they are engages and happy to stay and develop within the firm. As a result your employer brand is stronger making it easier to attract new talent to join your teams.
Employees are the most valuable assets for a company and therefore we should select them well.
Many important skills we are looking for in candidate are not necessarily directly related to the technical experience of the role but more to the character of that person.
Those interpersonal skills will be important for critical thinking, problem solving, creativity, management, negotiation, communication, taking initiative and leadership.
Self Assessment test is one of the strongest tools leveraging technology to enhance your chances to hire your next best Talent!
This has become a crucial subject that pops up often as employers realize that the wellbeing of their workers affects efficiency and drives long term growth. As an employer you should never overlook this subject as it is often one of the root causes organizational stagnation and low retention levels.
The future of HR technology lies in automation, keeping up with market changes and staying on top of innovation is key to succeed in the long term. Companies must monitor and research the best automation methods for each HR function, including: payroll, pensions and benefits, employee engagement, reports, forms etc etc…
HR managers need to participate more often in the creation of HR innovation labs such as Hackathons and group brainstorming sessions.
The result can massively help a company to shape core values, working culture and create new ideas to tackle issues.
The link between HR and social media is an ever-growing trend as it is one of the best marketing methods to promote Human Resources processes and learn more about competitors.
Furthermore, it will help to increase the company’s public visibility, boost Employer’s Brand, support employee performance and showcase success.
In a global survey 83% of employees said they would rather choose a job with remote working options. This work method is not a new trend anymore, it is here to stay and become a requirement for workers looking to have more freedom in their personal lives.
For an organization it has a big impact on the employee engagement, retention and ability to attract new talent. Managers should provide flexible work schedules to ensure long term employee motivation.
To sum up, we collected the 5 main key points we think are most important, it is up to each firm to detect and understand where it can bring value to it’s workforce.
HR is a constant moving space that involves people who are a company’s best and most precious asset. In order to guarantee a high level of retention and growth, organizations should always have their employees as a top priority and look after them in any situation.
Innovation goes hand in hand with entrepreneurship and HR. All businesses should adopt this trend and must understand the fundamentals of innovation with its importance and how to leverage it to their advantage.
Once you create an innovative and collaborative atmosphere within your organizational culture, the benefits will be apparent. Your employees are motivated to participate in their company’s and disseminate information. internal referral program
How many times have we been stuck on a problem and wanted to ask someone else about their opinion? It is in our nature to share thoughts and ideas. This also creates a sense of community which acts as a prominent factor for long term engagement. Encouraging innovation opens the door for limitless new product ideas and ways to add value.
Every employee possesses a different range of skills. Using cross-functional collaboration, a group of people coming from a different functional expertise coming together to work toward a common goal the organization can come up with groundbreaking product/service ideas. Some benefits of having a cross functional team include:
Innovation also plays a significant role in improving HR procedures. Humanizing HR technology means HR professionals spend less time managing long administrative work but the benefits don’t stop there.
Reducing your overall workload through process automation will indirectly benefit your company in other domains. Some of which include, increasing effectiveness of talent management and workforce diversification as well as overall cost reduction.
Your organization should also experiment with radical innovation and change. Some of the greatest business-related innovations came from people thinking outside the box and not following the current.
Creating brainstorming sessions for idea generation, online and offline workshops as well as organizing meetings.
Providing incentives for innovation is a great way to ‘get the word out’ within your organization as well as encourage employees to partake in the process.
Innovation is all about learning from mistakes, hence the saying “Failure is part of innovation”. Employees should not be discouraged when their idea does not work out, encourage them to try again.
Most organizational processes take time to implement and show results but if your organization wishes to start innovating, they should inherit the process for the long run.
Setting milestones can help with visualizing the process and setting goals. Then, the success in innovation should be rewarded. The result will impact the motivation levels high and ideas flowing.
Automation and innovative processes can be very beneficial to implement but managers should not forget to keep the personal human contact with all employees in order to maintain the sense of a belonging community and culture.
Company culture plays a prominent role as it affects how your employees and customers perceive your organization’s branding. It can also determine how profitable and successful your business will be.
When a company is aligned with its core values, its culture will transform employees into brand ambassadors. It will enrich their mental health & well being, and assist the company in maintaining top talent.
While the current uncertain times many of us are working from home, companies still strive to maintain and build on their already existing cultures. Since most can be done now remotely, the challenge to maintain the company’s culture is even higher.
As a manager, it is crucial that you inspire your employees to have a mutual trust and use a collaborative approach. Give them the feeling you appreciate them and really value their presence in the company.
Remote working is a hard task for everyone, the trust will lead to higher engagement levels with deadlines, important projects and feedback successfully achieved.
Times are tough for almost everyone now, with people already facing difficulties in their everyday lives, the last thing we want to do is stress them more at work. Help your employees enjoy their work by assigning projects they can excel at, motivate them to collaborate together and form remote teams where employee skills complement each other and have a bigger impact.
With the employees being out of the office, open communication is key. As an employer, you need to encourage transparency and collaboration to increase employee contribution using various telecommunication tools where employees can easily communicate with videos and document sharing.
Employers should increase transparency by providing employees with positive feedback and give them a full visibility on the work progress. Adding new targets and milestones can contribute to the longevity and commitment of the employees.
A big challenge from employees while working remotely is the of motivation associated with solitude. Employers should embrace strong communication to give employees the sense of belonging to a community.
Employees feel trusted by their employer who lets them work from the comfort of their home – as a result the employees work less hours but are much more effective and still have time for private life.
As each employee is isolated in its own home, there is an increased desire to communicate and collaborate more with their colleagues for brainstorming, creating new ideas, thinking about innovation and solving problem together as team
Maintaining a company culture means there are core values shared through the entire organization which creates a community spirit that is adding value and increases the Employer Brand awareness helping to attract and hire new talent.
Simply because a corporation with no company culture (remote or standard) is bound to face problems in the long run losing its employees, difficulties to attract new talent and lose its trusted customers.
Brand culture portrays your image towards your consumers and since consumer needs are a constantly evolving process, employees and employers need to do their best to maintain high brand awareness and a positive brand image.
With working from home possibly being the standard for the next months, employees and employers need to adapt to the new circumstances and mechanism.
While we need to keep in mind that the ideal work environment varies from individual to individual, some feel comfortable to work full time from home and others rather have it equally split between home and office.
Employees can mix work with personal life, having the right balance can increase the motivation and engagement at work.
Working from home limits distractions (colleagues, kitchen, internal meetings) that exist in an office. Working from home might also make employees more time efficient.
Working from home means feeling comfortable in your personal environment. This means being able to have short breaks and follow a sport/hobby can help to maintain a positive mental health.
working remotely gives employees a feeling of trust and integrity from management. In essence, believing that employees can perform and be productive even when working from home which leads to a higher employee retention rate.
This situation is also beneficial for organization as they save about $11,000 per half-time telecommuter per year
According to a two-year study by Stanford University telecommuters are on average 9% more engaged in their jobs and 13.5% more productive than their office-based counterparts.
They are less likely to quit their job while working from home, there is a decrease of 50% in the leaving numbers.
organizations reduce their office space expenses and other cost related to have employees coming to the workplace, on average they save about $11,000 per half-time telecommuter per year.
Team collaboration is at its highest level while colleagues are interacting together having mutual targets.
teleworkers avoid public transports and driving to the office which reduces the pollution and emissions by more than 44,000 tones
Businesses across all sectors depend on their workers as they are the key driver for a company’s success. Giving employees the freedom and trust to work full or part time from home will help to maintain them and attract new one to join the team
Working from home is likely to show an increase in popularity in the long run with firms having to do their best to help the transition of their employees and make sure productivity, engagement and motivation is not lost.
When we get back to “normality”, employee preferences might differ while some employees might be interested to remain 100% from home and others will really miss going daily to the office.
This period has showed us the strength and sense of adaptation we all have inside of us. This being said, we need to stick together as a community.
Belonging to a group of people unites us and gives us the opportunities to interact with like-minded people, exchange information with them and share ideas helping us to reach our personal goals.
Building and maintaining Communities at the work place has become more and more significant over the last decade, especially since social media got involved and competition for talent increased.
They also let employers connect with their employee sharing information professionally related but also on personal and social level such as passions, travels, interest, sports etc etc…
The communities at work are usually leveraged with a social media tools such as LinkedIn to unite everyone and share content.
Companies build communities to attract customers which can completely set a business apart from every other company in the field using digital tools leveraging content and followers.
It can redefine markets building loyal customers, but also giving them a sense of belonging and connect with a brand to become loyal customers.
Organization should not neglect their employees and make sure they create the strong tribe spirit at the workplace and most important to maintain it.
Engaged employees lead to happy customers and high revenues!!
Humans are social animals and civilization itself is the result of the pooled effort of innumerable people over thousands of years. Looking back on examples of human collaboration can help researchers, organizations, and families determine how to maximize teamwork going forward.
Team building has 3 main cycles which starts when we need to hire Talent and build a team, then each team member needs to understand its role and added value while working with colleagues And at last, to maintain and grow the team for maximum productivity.
It can be challenging during the first days to focus while working from home but sticking to your schedule and duties will ease the transition between office and home. As a result, Employers have a bigger challenge as they need to make sure their employees have the technology set up as well as motivate them regularly to make sure they are engaged.
During the hard times of Covid-19 most companies are working remotely which makes it important for us to stay close to our core values and continue our work regularly. Thanks to modern technology, we can communicate easily with our teams and keep in contact regularly with all employees.
to do that, employers need to clearly communicate their expectations towards their employees to avoid misunderstandings and under performance.
In times of crisis as we are experiencing now, employers and employees need to feel confident and support each other maintaining a team spirit. Going through this period will determine the long term engagement and productivity of the company.
Intrinsic vs Extrinsic Motivation Motivation is commonly separated into two different types based on the nature of the motivator: Intrinsic (arising from internal factors) or extrinsic (arising from external factors).
Incentive theory argues that behavior is primarily extrinsically motivated as people are more motivated to perform activities if they receive a reward afterwards. This is compared to performing without potential benefits at all.
1. Intrinsically motivated behaviors are performed because of the sense of personal satisfaction that they bring. These motivators last longer and form a stronger bond between the individual and the purpose.
2. Extrinsically motivated behaviors are performed in order to receive something from others—such as a promotion, praise, candy, money, or attention.
3. Studies have shown that intrinsic motivation will decrease over time if extrinsic incentives are introduced for behaviors that an individual already found motivating.
We know that the workplace is not a mediation place for employees to relax. Yet, understanding the pyramid of motivation can help employers identify opportunities to make their employees more effective
It is becoming better understood, that the experience employees have working for your company directly influences customer experiences. Sometimes, it might even affect employer branding
1. Allow free speech and communication in the workplace
Everyone appreciates to have their voice heard and their opinions taken into account. Allow your employees to speak freely and feel psychologically confident in the work environment
2. Use your voice
Extrinsic rewards such as cash, tickets, coupons, a car etc, will not keep the individual motivated after the reward is removed from the equation.
Verbal Recognition on the other hand, has been directly linked with intrinsic motivation and should be practiced daily. Every employee appreciates a “pat on the back” after they have done a good job as this is a more efficient way of maintaining motivation levels high.
3. Provide flexible deadlines
Managers need to start providing their employees with flexible deadlines. As a result, employees will put more effort and detail on a deadline they have agreed on, as opposed to one set by the management team without being discussed before
4. Encourage Teamwork
Teamwork increases productivity, innovation and cross functional collaboration. Managers and employees should encourage teamwork within the organization as it leads to higher employee motivation rates in the long term with higher retention rates.
5. Engage to motivate your employees
In order to keep engagement and motivation high, companies need to be sensible towards what motivates their employees, to make sure they are interested and effective in their current role. Encourage internal mobility and move around different project and functions.
6. Create a dynamic internal culture
Create and maintain a company culture that is linked directly to the core values of the organization. This will hep the employees to feel the belong to a community with people they can trust and grow together which will lead into higher motivation levels.
7. Align Management to accept and encourage changes
Management should have a clear understanding of what they want to achieve and what kind of environment they want to have at the workplace. In addition, a monitoring strategy needs to be implements in order to follow the progress and new challenges that may arise.
Fill in this short form and we will contact you