2 items tagged "HR "

  • How big data can drive employee engagement

    iPadBig data has reshaped businesses in many ways, and now it's even changing the way HR monitors employee engagement to improve both retention and customer satisfaction.

    What if your HR department could use data to not only predict employee engagement, but also know when an employee might be looking to jump ship? That's what Vip Sandhir, founder and CEO at HighGround, aims to do with his company's latest employee engagement products. By creating systems that mine data directly from employees, the goal is to provide business leaders with better -- and ongoing -- insights into the weaknesses and strengths within the organization.

    Using big data for performance evaluation allows companies to look at real-time data, rather than just annual reviews. This way, it's easier to get an idea of the larger picture of how happy and engaged employees are across the organization. Sandhir says that annual reviews are often watered down, because the employee might not want to offend anyone or the person they're unhappy with might be the same person conducting their review.

    "We think the voice of the employee is missing in the workplace today," says Sandhir. By offering a more interactive, streamlined daily process that measures employee's happiness and unhappiness, businesses can get better insights into where problems lie to avoid high turnover.

    "We put the platform in everyone's hands, and we allow managers and employees to interact in a more continuous manner. On a daily basis, you might get a question asking how you feel at work today. So what our application does, is it starts to create a continuous dialogue with the employee," says Sandhir.

    Minimizing flight risks

    Retaining talent is difficult, and it becomes even more difficult if that talent becomes resentful or unhappy in a negative working environment. Unhappy employees can lead to high turnover, which affects the business from every angle. For one company, Echo Global Logistics, HighGround's service made a significant difference in its "flight risk," minimizing turnover by 5 percent, which lead to increased productivity, customer retention and overall cost savings, Sandhir says.

    "As companies add new leaders, people, techniques and different reactions, the system will learn as you go," says Sandhir, "It becomes a method of two-way communication between manager and employee, which is key to gain insights into the overall success of the company from every employee." He points to the increased two way communication this type of software can encourage, which can give business leaders and executives the overall picture of the company.

    For example, some clients have installed this software across every retail store to take daily data on employee moods. "We've seen circumstances where stores have had very stable moods, and then over a very small period of time you'll see that mood sort of drop, and we've seen companies investigate and tie that back -- in some cases -- to a particular new leader that was installed in that location."

    Echo Global Logistics says the service encourages employees and management to recognize the hard work they do. The company notes that this engagement has been important because the company grew quickly. To avoid any fallout from fast growth, the leaders wanted to retain the sense of community and culture within the organization.

    "HighGround, which internally we refer to as Echo Engage, allows employees to recognize their colleagues for doing great work or helping them out. It also allows managers to make sure their employees do actually appreciate the work that they do by making it easy to give quick shout outs for just about anything," says Cheryl Johnson, senior vice president of talent at Echo Global Logistics.

    Customer feedback drives training

    However, it's not just employees who can go into the system to leave kudos and recognition. Customers also have the opportunity to leave feedback. In turn, says Johnson, that customer feedback helps drive employee training, engagement and allows leaders to find what the business is doing right and areas it might need to improve.

    While engagement is great when it's about positive recognition, the software can also unveil weak spots. For companies that can pinpoint the exact cause of unhappiness within a department or office location, it's possible to save money by keeping employees from quitting just to get away from one person. That problem can be addressed on an individual level, saving time, energy and money in the long run.

    Ultimately, employee engagement not only affects a company internally, it can seep out and negatively affect business outside of the organization. Sandhir points out that employee engagement is connected to customer satisfaction. If you have happy employees, you'll have happier customers as a result. And getting a watered down picture of employee satisfaction just once a year through performance reviews won't be enough to find problems before they start.

    While implementing new technology like engagement software sounds great in theory, companies need to ensure employees actually adopt and use the software. Johnson says the company found success with getting employees on board with HighGround's software by making it as easy to use and accessible as possible for employees. Workers can simply install a mobile app on their phone that Johnson says is as simple as using the mobile Facebook app. It's allowed employees to quickly adopt the system and see the benefits of this type of personal reporting.

    While Echo Global Logistics has seen improvements in expected areas such as engagement and establishing a cohesive company culture, the benefits have extended beyond that, says Johnson. She says that two surprising areas where they saw improvement through HighGround included visibility into "hidden talent within our organization," as well as "rich customer feedback."

    If you look at how business operations have changed thanks to technology, it makes sense that it would also change the way HR oversees employee engagement. Sandhir also points out that the traditional performance review process is somewhat of a feedback loop. Most of the conversation becomes filtered through the lens of the manager or leader. Any potential bias that is there is going to become part of the overall review. "The key here is you have to set up a safe place for employees where their voice is heard and the organization can understand the impact of that sentiment."

    Source: CIO

  • Making better staffing decisions with data analytics

    Making better staffing decisions with data analytics

    Data analytics can help companies choose between Staff Augmentation and Managed Services when coming up with the right HR model.

    Many companies have discovered that it is very difficult to find a pool of talented employees. Fortunately, new advances in big data technology are helping companies get better qualified workers.

    Data analytics technology is very important in assessing the performance of staffing services. Companies can use data analytics to improve their hiring processes.

    What Are the Benefits of Data Analytics in Staffing?

    The Forbes Research Council showed that there are a lot of great benefits of leveraging big data in human resources. These benefits include the following:

    • Improving workforce planning. Big data has become more important as employers move towards a more heterogenous workplace. They can use data analytics to assess the performance of employees in different situations, including traditional workers in-house, remote workers and independent contractors. It also helps with creating a solid hiring model. It has been shown that big data can minimize employment risks during the hiring process.
    • Reducing staffing costs. Employers can use HR software that relies extensively on data analytics technology to minimize the need for unnecessary HR professionals. This reduces costs considerably.
    • Identifying overlooked talent. There are a lot of great employees that don’t get noticed in the labor market. Some people traditionally perform certain services, but are better at some than others. Data analytics helps companies match the right employees or applicants with the right responsibilities.
    • Anticipating hiring needs. There are a lot of challenges that employees face when they try to forecast future staffing needs. Big data and predictive analytics helps companies project future employment needs and allocate sufficient capital to their human resources.
    • Improving employee retention. Big data helps companies assess employee satisfaction by analyzing a variety of key metrics. This helps organizations take a data-driven approach to improving employee retention.
    • Choosing the right staffing model. There are different staffing models available to companies. Data analytics helps them assess the effectiveness of different staffing models in various industries and companies with similar business models. A data-driven approach to choosing a staffing model can be very helpful.

    The benefits of big data in staffing and HR are very clear.

    Using Data Analytics to Choose the Right Talent Acquisition Model

    Human resources are a driving force in digital transformation that makes various IT companies seek the services of people with great expertise in their various fields. Data analytics is helping with this change.

    In our world today, the digital transformation sphere is rolling on a fast track and IT companies seek to be part of these developments by taking advantage of the latest advances in big data technology.

    It is because of this digital transformation that different companies seek to develop digital products, applications, web pages, software and all that have you. They have found that data analytics is making it easier to achieve these objectives.

    However, some companies are facing the downside of not having an effective IT department that can take on digital advancements or utilize the latest data analytics technology.

    This usually is due to the fact that many organizations focus mainly on the business model of a traditional industry that thinks it doesn’t have room for an IT team. If your company falls under that category, don’t be dismayed. There is a perfect solution for you to keep your company up-to-date with the digital world.

    So, what’s the way out? External hiring modes that use the latest data analytics technology.

    What are these hiring modes? They are of two types and from any option, you can select which one is best for your

    You can choose from Staff augmentation and Managed services modules.

    These modes are commonly employed by IT companies who seek to develop digital products, applications, web pages, software, as the case may be.

    “What method would be suitable for my company?”, you may ask. Both methods are highly effective in the manner in which you desire to use them.

    However, I’m in no place to decide which method is best for you, so in this article, I’ll merely create an unbiased comparison between Staff Augmentation and Managed Services. We will start with an overview of the two options and then discuss the importance of using data analytics with it.

    Staff Augmentation VS Managed Services in Focus

    In this section, you find an in-depth view of the Staff Augmentation VS Managed Service Provider, and how they can be utilized to help your IT company in their ways.

    • Foremost, for a comparison between the two IT sourcing models, I’d say that managed services are devoted to delivering an outcome while Staff Augmented is majorly focused on giving inputs to your company.
    • When you contact a company that engages with managed services, it is the service provider that takes total control of all or part of your IT service component.

    On the other hand, when out-tasking, the service provider commits to investing specified resources at a cost.

    • In the case of risk-taking, when engaging in managed services, it is the Managed Service Provider (MSP) that takes on all the risks involved.

    On the other side of the spectrum, Staff augmented services require the clients to take on all the delivery risks.

    • In terms of the period it would take to engage augmented services, the team hired focuses on the job without any long term engagement.

    While with managed services, the Managed Service Provider trains your available staff to increase their expertise. This may take a prolonged period.

    • Also, in the aspect of pricing. With managed services, the pricing module is bound to service levels and outcomes. While with augmented services, the pricing is linked to the factors of availability and period of work.

    Data Analytics Can Help You Select Between the Two

    Data analytics helps make much better staffing decisions. Now that you understand the two staffing models that you can choose from, you can start using data analytics to choose the one that is ideal for your company. You can look at the performance of both Staff Augmentation and Managed Services for different companies by using publicly available data. This can help you choose a model that is best for your respective company.

    Author: Farnaz Erfan

    Source: Smart Data Collective

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