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HR relational analytics differs from people analytics, but it is equally interlinked, as the name suggests. People analytics builds on employee data and makes strategic decisions based on that data. 

The relational front helps HRs decide the effectiveness and productivity of the interactions between employees across the firm. To potentially utilise this concept, HR executives must deliver exceptional experiences to job applicants and existing employees. 

After achieving that, smarter HR technology like uKnowva HRMS drives business growth and results as expected. 

Let's read this blog further to understand the interlinking factor of relational analytics and the emergence of AI in HR

Effective Ways For Relational Analytics To Welcome Expected Business Growth Automatically:

Creative collaborations for newer challenges.

Employees must learn to interact with one another as a core part of forming better relations at work. It brings harmony, and talented people exercise fruitful synergies within teams.

As a core part of the future HR, managers view their efforts in the relational analytical reports. 

Besides that, there is enough space for creative collaborations when people interact with a purpose at work. They break each other’s mental barriers.

The uKnowva social intranet provides them with features to communicate on time and brainstorm ideas whenever required. 

This strengthens the data used in the HR relational analytics for striking and implementing strategic decisions. 

Better human resource allocation strategies.

The smarter operation management tool helps employers conduct effective and useful human resource allocations. That is to adjust the right talent pool and skilled people inside the team. The right recommendations are often highlighted in the HR tech tool

Such allocations do not involve any bias, negligence, or manipulation. The analytics tool in the workforce management available at uKnowva HRMS proves that.

HR executives find the right and justified recommendations there – automatically based on the system data. 

This process allows senior management to have to focus on better projects requiring their immediate attention. They can trust the automated workforce management tools to improve relational data with the success of each project. 

Speedy delivery of projects.

When employees interact, they understand each other’s weaknesses and strengths. This is a necessary milestone when we talk about relational analytics. 

Because this analytics is all about how workers interact and communicate within teams and organisations to achieve shared goals. So, these HR trends focus on building trust between teams to do their jobs right. That will improve each project’s delivery rate. 

With improvement in project delivery, employees accomplish more tasks and KPIs before the deadline. That means customers and clients receive their bills on time to initiate the payments. It eventually leads to multiplied business activities for expected growth. 

Ultimately, it comes down to the level of trust each employee has in one another. For that, HR relational analytics advises HRs to indulge in team-building and -bonding activities. 

Communicating and understanding each other’s behavioural cues is difficult without such acts or tasks. Once this becomes a routine, speedy delivery of the project is unmissable and highly achievable. 

Inner drive to motivate each other.

Relational analytics ensures that employees and team members motivate each other to do better. That is possible with effective, task- and goal-oriented team-building activities or projects. 

Employers study the data meanwhile at the backend to judge their effectiveness and impact on business growth. The analysis helps them to tweak social and interpersonal relationship scores at the workplaces. 

Besides that, AI in HR evolves to upgrade the inner drive to motivate team members collectively. It studies each person’s various aspects at work that make them employable:

  • Punctuality
  • Projects count: completed, pending, and started
  • Happiness score
  • Endorsement of skills from other employees
  • Cast in new votes and polls
  • Shared opinions
  • Participation in new forums and discussions
  • New ideas suggested and challenged

Those are just a few factors that decide the overall attitude of an employee during business hours. Accordingly, managers form teams which can motivate and healthily challenge each other to break old performance records. 

That’s one of the prime perks of enabling HR relational analytics in your firm. When hard and smart working employees are put together in a team, they are likely to outperform. 

The same situation requires manual efforts with no AI-backed team-bonding strategies.

Learn new skills from one another in teams.

Advanced HR technology like uKnowva HRMS enabled with the LMS functions empowers teams to learn new skills. They also learn new strategies and approaches to tackle the old issue when working with outperforming team members. 

That happens only after the communication between employees is on-time, real, honest, and purposeful. Later, hiring and talent managers utilise the relational analytical aspect to back their bonding with AI and automation.

When teams start to work together, they must converse regularly.

They have to believe that each member is an extended family member. Without that emotional connection, achieving strategic goals is nearly impossible. Then each day at work will be another challenge to compete with each other. 

However, when we count and endorse relational analytics, managers promote the importance of teamwork. Understanding that factor is primarily important to teach and learn from each other. 

Employees will become self-reliant using the uKnowva HRMS as an ESS portal. At the same time, they must not hesitate to ask for help when stuck at a step to complete the project. 

The dedicated helpdesk, open streams, and group chats are there for that purpose. Even discussion forums help employees to connect with others across business departments and divisions. 

This is a very profitable and strategic activity to learn from others without investing anything extra. Employee collaboration tools embedded in uKnowva’s HR tech system help achieve that. 

Bring more automation when the need for supervision is less.

An important aspect of relational analytics is that it automates workforce management. Teams grow trust in each other. Managers need to intervene as little as possible. Each worker is responsible for their tasks and KPIs. 

They understand that their individual and team goals are important. They punch the same in the system after completing and achieving preset milestones.

Managers then play the role of a guide, mentor, and supervisor with a motivational drive to cheer each person up. 

Otherwise, each member in the team directly connects with one another and gets the job done.

They needn’t seek the manager for trivial daily matters. This is how automation starts to take place with the implementation of the modern uKnowva workforce management tool.

Conclusion:

HR relational analytics is useful when employees trust each other. That does not evolve in a single day. Managers have to consistently overview the impact of each team activity on the business growth. 

For that, they are free to use uKnowva HRMS functionalities aligned with the strategic milestones discussed above. 

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