Sorting out HR Software Analytics Fact from Fiction

HR Software analytics have gotten a lot of publicity lately. While predictive analytics may be very helpful tool when it comes to handling the people element of an organization, it is significant to keep expectations realistic. Analytics can provide a competitive advantage, but the feature is not a magic weapon that will skyrocket productivity and single handedly resolve all hiring problems.

Analytics are advanced feature that many companies can benefit from. However, the degree of advantage from integrating predictive analytics into daily decision making may differ greatly from company to company.

Analytics and Staffing:

Analytics can help companies figure out how to enhance staffing by comparing historical data to current trends and making recommendations. It is essential to remember that external factors that the system is unaware of come into play, however.

Objective Recruiting:

Analytics are employed during the recruitment phase, worker may be asked to take definite psychological, skill, and personality tests. The information from these tests and from resumes may be drive through the system against other worker’s information so that the top worker can be selected. By using a process such as this to classify top talent, human biases may be escaped in the first phases of the hiring process.

While applying analytics to RecruitmentManagement Software can help large businesses to more objectively move workers from one phase of recruitment to the next, this may be over kill for medium or small businesses. If recruitment processes seem to be working well and the business culture is favorable, spending the time and money to enhance analytics to the mix may simply be unnecessary.

Predicting Turnover:

Existence able to spot patterns that lead to turnover can be advantageous. When examined and applied properly, predictive analytics may help organizations to alter practices that are causing workers to left or that are contributing to an unsatisfactory work environment. It is essential that these patterns are revised and discussed before action is taken, though, as some patterns may be correlative as opposite to causational and HR Software will not be able to discern the difference.

Managing Performance:

PeopleQlik’s HR Analytics Software may help businesses to figure out how to optimize performance management. By cross referencing the correct information, employers may be able to tell whether a raise, performance review, or perks have a higher motivational impact.