It is easy to think about the things you want, but don’t have. Looking at a new car, when your’s is perfectly nice is common. Similar things happen with HR Analytics, where metrics can be used to identify the perfect candidate, but these same systems often ignore the existing employees in the company.
HR analytics arguably has a bigger impact on the existing work force than it could do on candidate selection for future employment.
Some companies are ignoring this though and therefore missing one of the core strengths of HR analytics.
The ability to identify impacts that changes can have on employee happiness and performance is vital and allows companies to maximize the impacts that they can have.
As every company has KPIs, employees will each have a set of skills that will enable them to work towards overall company success. HR analytics gives those in senior positions a holistic view on how they could improve their performance through staff and tasking modification.
These kind of metrics can be used to change the workflows of employees or even just put slightly increased importance on particular tasks to make the biggest changes.
Ultimately, HR Analytics allow for the small changes made to how teams work in order to make the biggest differences.
Ironically, this may mean that the analytics frameworks were initially implemented for are not needed. This leads to savings in manpower costs, which can be either redistributed throughout the rest of the company or simply saved to improve P&L.
It will also help with employee retention, as possible frictions can be found and eliminated. It is possible to identify particular roles that have a high quit rate, then drill down into the data to see what it is about that role that is making it unpopular, and change aspects of it to make it more appealing.
It is well known that happy employees are productive employees, so using analytics to make sure that your employees are enjoying working with the company, means that they are going to make a bigger contribution to overall success.
Using HR analytics to simply look externally is throwing away one of the key elements of their use, it is always worth looking at what you can improve within, rather than who you can replace from outside.