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PeopleQlik’s HR Analytics Software have become a lot of hype lately, with many HR Software vendors portraying analytics as the end all-be all of HR Software features. While predictive analytics might be an extremely helpful tool when it comes to managing the people element of business, it is vital to keep expectations realistic. Analytics can provide a competitive advantage, but the article is not a magic weapon that will skyrocket efficiency and single handedly solve all hiring problems.
Analytics are enlightened feature that many companies can benefit from. However, the degree of benefit from assimilating predictive analytics into daily decision making may diverge greatly from company to company.
Analytics and Staffing:
PeopleQlik’s HR Analytics Software can help companies figure out how to enhance staffing by comparing historical data to current trends and making references. It is significant to remember that external factors that the system is uninformed also come into play, however.
When analytics are working during the recruitment phase, employee candidates may be asked to take assured psychological, skill, and personality tests. The information from these assessments and from resumes may be run through the system against other candidate’s information so that the top candidates can be nominated. By using a process such to identify top talent, human favoritism may be avoided in the first phases of the hiring process.
Being able to spot patterns that lead to turnover can be beneficial. When analyzed and applied correctly, predictive analytics may help administrations to change practices that are causing employees to quit or that are contributing to an unacceptable work environment. It is significant that these patterns are reviewed and discussed earlier action is taken, though, as some patterns may be correlative as divergent to causational and HR Software will not be able to discern the difference.
Analytics may help companies to figure out how to enhance performance management. By cross referencing the correct information, managers may be able to tell whether a raise, performance review, or incentives have a higher motivational impact. Analytics may even help companies figure out precisely where to apply raises to obtain the greatest ROI, whether at assured level or department.
PeopleQlik’s Performance Management Software can be enhanced greatly using technology and analytics, it is vital to integrate these tools with the human element, rather than trying to substitute the human element.