RightCom understands the power of data and analytics. As a data-driven company, our mission is to use data to improve our customers and colleagues life. We developed software such as RightSurvey, RightCare or RightData, to help our customers gather data and make smarter decisions.

Software is more and more refined to provide all types and sizes of companies with accurate data and insights. Data helps understand trends, understand behaviors and most importantly assess your strengths and weaknesses as a company.

As a result, Human Resources Professionals can also now, benefit from data and analytics to understand business operations and people behavior. They are able to gage the employee engagement, calculate the recruitment costs and efficiency, analyze performance and overall analyze all human related trends in the company. 

However, HR professionals, get easily lost in the day-to-day processes and challenges. Therefore, implementing those tools, as soon as possible, will help you get ahead of the curve. You will be able to formulate informed recommendations to management about the talent strategy.

Businesses do not invest in HR data like they do for other departments such as Marketing or Finance. But, more and more they need to understand what motivates their employees and how to engage with them. Managers need to know how to drive excellence and develop their talents. Companies need to improve their power of attraction and retention of talents as they want to remain competitive and attractive.

Organizations always had a hard time measuring and quantifying the HR impact. Indeed, HR has always been considered a cost-spending department but HR analytics changed all that. HR professionals can now make data-driven decisions and analytics will confirm or not the effectiveness of HR policies, initiatives and processes.

Some examples of data analytics:

• Surveys can help you make strategic decisions on employee benefits or team-building initiatives;

• Performance evaluations can help you promote employees, recognize or develop tailored training for your employees;

• Your can create business cases for HR initiatives.

If HR professionals use data to analyze carefully the patterns and trends, companies will have the power to put forth real solutions and strategies. Certainly contributing to the organization’s success and driving significant change. Don’t forget, happy employees consequently give the best customer experience.

It’s pretty simple, if you want your employees to be happy, you need to know what makes them happy.

Relevant HR Analytics

Find below some HR analytics topics you should focus on: 

• Employee turnover;
• Recruitment cost;
• Engagement rate;
• Performance evaluation;
• Development & learning;
• Employee satisfaction, etc.

In conclusion, Edwards Deming said it best “Without data you’re just another person with an opinion.”