Evolving Trends in Workforce Analytics-
Employees come with different skill sets, experiences and expectations. Therefore, it becomes difficult for the management to engage with all employees and assess their work with a common strategy.
Changing work drive, emerging global trade and industry expectations– have desperately evolved the way HR Workforce is managed across zones. There is a mix of the workforce– from permanent employees to contractual workers and consultants who work in various dimensions in many establishments. Therefore, managing and inspecting such People force has increasingly become difficult without the involvement of technology.
These elements make it vital for businesses to invest in procedures, that help them better manage their HR Analytics by improving productivity and controlling the labour costs. One can expect some exciting trends in the area of Workforce Management. However, what will make any HR Workforce solution appealing—is the ease of its application that will help businesses and employees–equally and effectively.
Some of the pronounced trends include:
- Automatisation—The New Trend
Automation and Artificial Intelligence have helped HR platforms–become increasingly efficient by simplifying and accelerating administrative tasks, thus, allowing businesses to recognise the value of retaining employee efforts on more productive tasks. The constant change in People force Management has simplified the delivery of data and insights to help solve real business issues that directly impact an employee’s daily work schedule.
The repetitive and time-consuming tasks can be expedited with the help of Artificial Intelligence. It also helps keep a check on the possible submission risks and employee management concerns. With the adoption of AI and automation, critical workforce processes have become far more manageable. Artificial Intelligence can play an essential role in helping companies retain employees and assisting individuals to grow and meet their career aspirations better Workforce Analytics. The HR workforce and employees need to be efficiently trained to utilise these technological advancements to the best use strategically.
- Staff Arrangement as a Financial Asset
Businesses today are investing significantly in employee engagement. HR Management needs to better connect employee engagement with business objectives while using Skills Data to show how engagement is financially driven (such as–retention of top performers)
This eventually can help in attracting and retaining the Skills Matrix in production. Creative thinking about the employee experience lifecycle, matching expectations during the recruiting phase and succession planning—is another aspect that will drive employee engagement. Flexibility, learning and development, work environments, helpful connection to the business and the community are certain aspects that the HR workforce is taking into consideration for engaging staff, one step ahead.
- Improving Authority
One of the critical drivers of employee experience is an interaction with both management and employees. Establishments need to focus on programs that will help managers shape relationships. With innovations in Workforce Management and HR technology, daily tasks have increasingly become automated, giving managers more time to interact with employees now. Now managers can get a reasonable amount of time to engage with the team in a more meaningful manner.
- Superior Recruitment Practices
The skills gap is a significant concern for businesses in need of a well-trained HR Workforce. Therefore, recruiting the correct employee for the job, performing Skills Gap Analysis and up-skilling him/her to a better fit is something most organisations are keen to adopt. Sometimes employees fit the position but don’t have all the necessary skills, and hence training for the job seems to be the right choice. Workforce Analytics Businesses look at expanding their hiring norms for smart people who can learn fast even if the skill set required is not an actual match.
- Lightening the Retirement Process
Attracting employees of retirement-age [ having experience] and assigning meaningful roles to them as they plan to move on with their careers will help enhance their productivity. Thousands of baby-boomers with the fundamental knowledge and work experience are set to retire across organisations.
However, many establishments are not prepared for the loss of this workforce. Even these baby-boomers plan to ease into retirement by working part-time hours or taking on an entirely new job with more meaning. This will motivate organisations to map their succession plans in line with the departure of their best Skill Library.
With It’s Your Skills, the shared Skills Resources on skills ontology will help the Talentscape will give rise to quality data and move quickly to the next step of using this data for skills analytics and intelligence.
It’s Your Skills enables skills analytics with Employee Skills Management application.