Question: Here’s what HR managers really need to get the job done

In the “war for talent”, as it’s been called by many, you don’t send your captain unarmed. For your HR Manager to recruit, retain and engage the best people for your company, it’s imperative that they have an essential weapon: real-time information.

1. REAL-TIME MONITORING OF EMPLOYEE ENGAGEMENT LEVELS

The quick advancements in technology have rendered human workforce invaluable. Businesses can have similar products, the same market, the same technology but they can’t have the same talent. Which makes the HR Manager a very important player in the competitiveness game.

If that HR Manager is to increase workforce productivity while managing operating costs, he or she will need to engage employees and keep retention rates high. It’s a pretty tough job as it is, but if you expect results when you only connect with employees once a year, in a tedious survey, you’re setting yourself up for failure and opening the doors for employee turnover.

To tackle this challenge, we’ve designed a simple and effective employee engagement software that offers HR Managers real-time information to help them build relevant talent retention strategies. EngagementMeter registers employee’s daily/weekly moods and compiles that data into an overall engagement index that the manager can access within the system. He can see individual mood evolutions and identify, early-on, those with the highest risk for turnover. The system is anonymous but the manager is offered the possibility to connect by sending a meeting invitation.

Strategic, timely information is key to engaging your talent. EngagementMeter allows your HR Manager to monitor employee happiness and take well-informed decisions.

2. REAL-TIME MONITORING OF THE BUSINESS IMPACT

The conventional method for measuring and evaluating employee engagement and its impact on business results is the annual survey. But its biggest downside is the “annual” part.

New competitiveness challenges arise every day, in this highly digitalized age. Businesses need to be more agile than ever.

In the 2013 Raconteur report on The Agile Business, innovation and flexibility are the keywords. In order for a company to be agile, it needs to be able to respond as efficiently as possible to change and unexpected events, by correctly utilizing their resources, processes and technology, in a flexible and inventive way.

To be able to accomplish this and still have your eyes on the end goal, you need to know how well you’re performing now, not how well you did 8 months ago. To address human resources management in an agile approach, EngagementMeter provides real-time information into how your employee engagement levels are affecting your business outcomes.

EngagementMeter tells you which of your teams/departments are highly engaged and which employees are at a high turnover risk. By comparing this data with your financial outcomes, you have a simple monthly overview of the relationship between employee engagement and your company’s performance.

3.      MAKE DATA-DRIVEN DECISIONS

We’re all tired of hearing about Big Data. Especially since no one really bothers to translate it into a comprehensive, human explanation. But what it stands for is a new business imperative, crucial for HR processes.

Big Data is nothing more than workforce analytics. Numbers, predictions and actionable information that can answer questions such as:

  • When should we be recruiting? From where? How many people?

  • How should we design our onboarding process? What learning program should we include?

  • What’s the average timeline for an employee to get to full competence?

  • How can we increase productivity?

  • How can we retain our talent?

These are all questions that, when answered with real-time data, can dramatically influence company performance. There is no stronger argument to make you understand why you need workforce analytics and how you should utilize them...

Source: Blog – Hppy