A data-driven HR analytics discerns the real and evidential reason for employees departing from the organisation.
Employee retention is the critical task of today’s HR persons. They have to know the value their employees add and what the company provides to them in return for their stay.
But if theemployee attrition continues to move forward, retention seems like a far cry for human resource persons. Budding attrition creates a negative image.
Employees doubt their successful work-life in the organisation in no time seeing others leave. It’s then hard to persuade the masses to stay when the attrition is out of control.
For this reason, new-age and incumbent HR executives need to learnHR tech-friendly ways that help reduce unexpected attrition rates.
You need to set up an algorithm behind the system to run whenever registered users enter their information there. This could be based on their punctuality, KPIs achieved, projects completed, etc.
Such behaviour will show if your employees are doing their job as expected of them. Otherwise, any outlier in the work performances must be notified and highlighted in the dashboard.
That’s just the base to address increasing rates ofemployee attrition in your company. You can use these data points or datasets to decipher the overall behaviour of employees in your organisation.
This is a helpful step in the long run. It shows you the right picture of your company culture. You will know beforehand when employees are turning up to work on time not.
UseHR technology embedded withuKnowva smart solutions to decipher the right mood of your employees. That does not mean you micromanage them or hover over their work desks.
That is also not possible when you’re working with remote staff. But with the use of the happiness metrics, you collectively know if you are working with happy or tired employees.
Studies show that sad, tired, or demotivated employees have lower performances. They cannot be fully trusted to stay longer in the organisation. Either they leave themselves, or human resources will be told to do so after fair suggestions or warnings.
In contrast, yourhappy and satisfied employees give better results. They have better ideas, punch in on time, and look forward to taking the day off whenever required.
Another crucial way to calibrateHR tech in your system is implementing a PMS. It helps you evaluate your team's performances whenever you need to audit the same. Use accessible and agile software, primarily available on the cloud.
As an HR or a team leader, you will access it on the go. There is no limitation when you need to check how effectively your team or the entire organisation performs. You can tweak the calendar in the dashboard to compare the performances.
The reality check of the performance results or scores helps you acknowledge the real reason for employee attrition.
You know which employee is an asset for your firm right now. Besides, the live dashboard can show how many employees finish their monthly tasks on time.
Accordingly, you assign them more profitable and challenging goals next time. However, if there is a sharp decrease in performances in the majority, you will know that there is something wrong in the culture.
To resolve that, you sit with the CHROs and inform them the same. Then, you can dig deeper into theuKnowva performance management tool. It’s that flexible to show you team, individual, and business units’ performances.
On any given day, you can compare two teams, business units, or individuals. This gives you a better-evaluated picture of what’s going on behind the scenes of your team management.
Later, you can make strategic decisions, reform employee retention policies, and curbemployee attrition as soon as possible.
Most employees leave when the company culture isn’t right or benefiting them enough. This happens after communications and collaborations are not fruitful anymore. But you can avoid this mishap.
UseHR technology like social intranet to empower your staff to collaborate regularly with a purpose. Give them daily goals to break and achieve transparently. Talk about rising issues in the company and even involve your remote workers in this discussion.
Let your employees know that their answers are recorded, valued, heard, and acted upon. They then feel a rush of moral responsibility to reshape the culture as they want it to be.
Also, as you promote purposeful communication in the system, employees will start looking forward to connecting on this interface. This tool, especially uKnowva’s intranet, is interactive, smooth to ease, and doesn’t need any downloading from the user’s end.
It helpsHR analytics backend data when employees regularly engage on the intranet. That is when the system records how often its employees talk to each other for a shared purpose and achieve goals.
As time passes, positive changes can be seen and observed in the performance and timesheets.
That is because when your workers have a platform to talk their hearts out, they are no longer stressed enough. Instead, they start enjoying completing their tasks and acquiring new goals every day.
With that sense of job satisfaction, it’s difficult foremployee attrition to increase. Rather, with an opportunity to collaborate with another skilled person across the nation or continent, employees feel very honoured.
They learn many things from new collaborations digitally.
To remain employable, your team needs to add value to their work and commitments. If they are not doing that regularly, it’s difficult for them to work in the firm. Employees will eventually start leaving, mainly if they are dedicated and want to upgrade their job roles.
That’s whenHR analytics comes into play for human resource professionals. They can use uKnowva smart tools to nurture their working staff by providing regular courses. After that, they peruse the data analytics reformed based on the modules completed.
From there, they gauge the reality of the current job roles of their active members. That pertains to even offshore, off-payroll, and remote workers.
You can put HR tech to efficient use in discerning the causes of increasing turnover rates. Similarly, this technology helps you reduce the rate, nurture your staff on time, and invite them for digitally transforming collaborations.
From the above points, you learn foundational knowledge on using HRMS tools for curbing increasedemployee attrition. With time, you can prevent its impact or cushion the same when you build brand loyalists and ambassadors in your firm.
However, your company culture must be agile and flexible, aligned with feature-rich HRMS tools.
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HR is becoming the next agent in welcoming AI at work. Earlier, if you remember, organisations prohibited people from using any personal device or technology at work.
Then came the wave of BYOD because it was impossible to stop the emergence ofartificial intelligence in HR and at work.
While talking about AI, it’s prevalent to focus on smart devices or on-cloud tools. These help modern companies and HR executives to finish their daily tasks flawlessly.
The advantages of these AI technologies work beyond such mainstream expectations.
To know more, continue reading and see how the rapid evolution of AI at work is reshapingcompany culture like never before.
AI-powered tools enable managers and recruiting leaders to make better and faster decisions. These tools or software have prediction models with on-spot recommendations.
Moreover, employees can execute complex tasks faster using easily accessible AI tools online. They do not depend on paperwork anymore, per se. Similarly, each department, including HR, benefits from AI’s decision-making skills.
It could be through the tool, chatbots, automated reports, etc. The base of the data and the continuous learning fed into the system. It evolves with limitless interactions. This behaviour encourages theuKnowva HRMS, an AI-backed system, to decide better.
Managers and employees indulge in continuous learning while usingartificial intelligence in HR or at work. As the technology used keeps advancing, it provides automated learning recommendations.
The entire staff has to follow suit. They learn and grow for the greater better. Following this practice, millennials and Gen-Z workers effectively adapt to changing company culture.
Employees normally love the culture where they get to expand their scope of work. Upon triggered attributes, the system can easily recommend available courses to learn. It scans and scours employees’ data that involves job roles and projects completed.
Based on that, it can predict and recommend courses for their portfolio growth in the HRMS.
Employers have the rights and provisions for sharing & uploading certified courses for teams on the system. They can publish these courses for the entire organisation to consume if they want.
Later, the intelligent system will show reports on the number of employees completing the courses. Otherwise, it shows how many have completed and executed those skills on newer projects.
One of the myths surrounding managers is that their jobs will no longer matter with the emergence ofartificial intelligence in HR.
The situation is quite the opposite. Now the work will hire and retain more managers with AI and technology knowledge, curiosity, and experience. That is in comparison to those who don’t.
There are going to be new job roles aroundAI-backed HR activities. People have to adjust to that accordingly. The Oracle study also proves it.
So, the workforce will get better employee engagement and experience rates. But they have to be more agile and adaptable to changing knowledge and culture. The trend of continuous development and learning is becoming more relevant than ever.
Your HR workforce and other departments must be ready to upgrade their skills and knowledge to remain employable. This practice should be in the loop when AI emerges in workplaces.
Every 3-6 months, employees must keep adding new skills, technological knowledge, or experience. This automatically happens while taking up new projects consistently without sorting out an extensive schedule to learn.
The HR functional department has to manage and solve complex business problems every day. These queries evolve with an increase in the workforce. There is no turning back for HR executives working in modern firms.
They have to learn to listen to their employees actively, and act upon suggestions while managing core HR activities simultaneously.
They are also expected to predict and recommend suggestions for reshaping the company culture and driving home profitable hiring. Next, they have to be strategic partners to CHROs and CEOs.
The entirety of the HR person’s existence is changing rapidly. A single team can’t carry out these tasks automatically and without wasting working hours or weeks.
That’s when and how AI at work comes into play and improves the employee experience. Using smart andartificial intelligence in HR, solving everyday issues at work is easier.
There is a sharp rise inemployee engagement levels with the software because of ease of use and understanding.
These tools enable HRs to predict attrition, successful hiring, potential career growth, high-performing employees, most active hours, and mental well-being.
They resolve queries on the spot many times using AI technologies at work. This practice enables them to save thousands of working hours every year. Which also means these HR persons are close to becoming strategic partners to CEOs at full speed.
HRs welcomediversity in the workplace when they screen, source, and interview the right candidates at the right time and cost.
This is possible with the involvement of AI at work. Such systems likeuKnowva’s recruitment engine provide enough functionalities for efficient hiring.
HR persons can make data-driven recruiting decisions based on the intelligence at work. Chat bots also help gather and disseminate information as they humanely chat with the candidates to improve their experience and interactions.
Artificial intelligence in HR also reduces the total time of job posting, application, and applicant tracking. HRs get live reports on the efficiency of each live or published job opening or vacancy.
They know how many of the potential candidates complete the process and which amongst those are job and culture fit. Thus, the bias and subjective factors are reduced to almost nil when hiring the right candidate for the job.
HR persons can set triggered responses and actions when they switch on automated screening and parsing of CVs. These engines help HR executives to hire in bulk within a limited period.
Such intelligent software or tools are not prone to human errors.
It shortlists the best possible candidates at the given company cost in a suggested timeframe from the available pool.
From the above blog post, I am sure that you now know how artificial intelligence at HR is shaping cultural norms in workplaces.
But these are not the only examples. These advantages and impacts of AI at work grow each day as we welcome and implement it.
Other examples of AI at work include efficient prediction of attrition rates and improving the problem-solving quotient of HR helpdesks.
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