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HR executives have a wealth of information at their fingertips: data on employee performance, recruitment, recruitment campaigns and much more. You would assume that this knowledge would translate into the power to understand the performance of HR, validate decisions and make smarter decisions for your business.
But this is not necessarily true. Although many executives feel comfortable managing and interacting with data, most HR executives do not really understand how to use this information to make smarter, strategic decisions and experiences.
Imagine being able to show how employee productivity and commitment affect final sales or determine if your apprenticeship program affects the time an employee stays with your company. Imagine being able to predict and avoid employee turnover. Chatbot & AI enabled HR Analytics Software in Pakistan can help organizations achieve these goals and other critics for strategic planning. Mature analytic practices can link HR decisions with business results, which mean that HR will play a more central role in strategic business conversations.
If you want to play a more strategic role in the growth of your organization, these five steps can help you develop and refine your HR analytics strategy:
Step 1: Establish the base:
The most important step to follow in order to advance in your HR analytics strategy is to establish objectives. What are you trying to achieve with your data analytics? Beyond HR, what other software’s will you need to access? What software’s do you have to access and analyze these sources? Answering these questions can help lay the foundation for a focused action plan.
Step 2: Expand your strategy:
It is likely that your organization is already doing human resource analytics of some kind. The main objective is to assess where you’re Chatbot & AI enabled Recruitment Software in Pakistan strategy is currently, and then identify ways to expand and take advantage of the data sources so that you can achieve the objectives you established in Step 1.
Let’s say you want to evaluate if your employee recommendation program improved hiring rates. You should use analytics to track each aspect of the campaign: how many emails were sent; the email opening rate; the actions taken from the electronic mail; and so.
The analytics of this chain of events helps you determine if reference programs help you find your strongest candidates. And if the data does not confirm it, it can help you determine where and how you can improve your initiatives.
Step 3: Enrich your team to support your goals:
Take a look at who is responsible for the analytical work of your team. Does anyone have strong analytical skills? Can you add, manipulate and analyze data to detect trends and identify opportunities? Or are you trying to manage all this work yourself?
Now more than ever, we are seeing executives trying to perfect their data analytics skills. But you need a true data expert, even a scientist, to have a real impact. Ask someone in your organization to play a role in data analytics or, even better, see if you can hire a person to be responsible for driving your HR analytics strategy.
Step 4: Use technology to connect different data sources:
Your goals determine how broad and deep you will need to obtain in your data collection. Reduce your focus on the human resource data that will serve as your basis. Then, determine what sources of data from different departments you will need to help you in making decisions. Whether this data is stored on local systems or stored in the cloud, technology should help you join these ideas and provide information for all business users.
There are many people who cannot delve into complex data and perform their own in-depth analytics. It needs technology that can simplify data in reports, visualizations, and panels that are easy to digest.
Step 5: Get Predictive and Prescriptive:
When Chatbot & AI enabled Performance Management Software in Pakistan can access, add and draw conclusions from disparate sources; the data becomes valuable ideas for the entire business. These ideas can help to be more productive discussions with members of the executive team and present more effective solutions for future success. This goes beyond the entry-level analytics: it is a predictive analytics.
Here is the list of features which you can get by using PeopleQlik:
- PeopleQlik Core
- Core HR Software – HRMS
- Cloud Payroll Management Software
- Employee Self Services
- HR Analytics Software
- Corporate Wellness Platform
- Talent Management Software
- Recruitment Management Software
- Applicant Management
- New Hire on Board
- Succession Planning
- Performance Management Software
- 360-degree feedback form
- Compensation Planning & Administration
- Social Recognition