Employee Lifecycle and Analytics Data
Diversity plays an important role in the workplace and in discussions of HR. For any field, having a wide variety of available talent to work with is a necessity, one which allows difference in perspective. When a company chooses to hire people from a large selection of personal, racial, and ethnic backgrounds, it has an ability to benefit from the experiences of the many, and be able to cater to a larger profile of customer needs. Furthermore, in the current global landscape issues of equity, equality and diversity are becoming more prominent (Cletus et al., 2018). Organizations recognize the need to give opportunities to marginalized groups, and support those who have systematically faced oppression (Cletus et al., 2018). By analyzing the diversity of the company’s staff, it becomes possible to alter future hiring decisions to better reflect the modern realities.
Employee profiles are also important to include into the examination. A profile includes all the relevant information regarding a person’s time in the company, their achievements, projects, personal strengths or weaknesses, as well as any other information that might prove useful in managing staff. Due to being a collection of all other employee data, it presents itself as a central piece of information that informs HR decisions. Using employee profiles can help managers decide on workplace position movement (Safrizal et al., 2018). Additionally, it can be referenced when deciding on giving raises, or cutting salaries, and even firing decisions.
Salary analysis is the third type of data that is necessary to collect. Salaries represent how much compensation an employee receives for their work; How much it is valued or recognized by the company. Certain employees occupy positions more important or demanding than others, warranting a higher salary. Analyzing the income of one’s employees, then, can be crucial in deciding if change should happen in an organization. Considering the salary of workers coupled with such factors as their professional performance or employee profiles can lead to either salary increases or cuts, depending on the results. Analyzing the changes in payments can additionally be effective in reflecting on the overall trajectory of employee’s careers.
Training analysis is the fourth part of the data collection spectrum, one which is especially vital to producing good results and meeting corporate goals. Analyzing the results of employee training courses, their effects on the output of the organization as a whole, as well as how cost-effective they are can guide further financing and HR decisions of an organization. Using analytical data it is possible to understand if a training course was less effective than desired, or if certain groups of employees are aversive to learning. The analysis of existing employee competencies, in addition, can be used to decide on workplace positions, promotions and hiring status.
Performance rating is a representation of an employee’s value as an asset of the company. Generally, it is created and measured in accordance with the expectations of management, which are organized into different categories and measured. A variety of metrics can be used in the process, such as the ability to meet project goals, communication skills, competencies, relationship with leadership and management, as well as many others depending on the employee in question. By assigning each worker their own performance rating, it is possible to organize, HR data, manage the existing workforce and potentially guide firing decisions.
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA – Journal of Business and Public Administration, 9(2), 35–52. Web.
Safrizal, Tanti, L., Puspasari, R., & Triandi, B. (2018). Employee performance assessment with profile matching method. 2018 6th International Conference on Cyber and IT Service Management (CITSM). Web.