Of all human resource courses I have taken, human resource analytics has been the most instrumental in shaping my view of what human resource management entails. The efficacy of analytics in employee management demonstrates the importance of data in the organization. It is only through this course that I have understood why frequent collection and analysis of data is important, especially in keeping abreast of the real time changes that the organization is experiencing.
The role of employee performance in organizational growth cannot be overstated. Without human resource analytics, however, the organization is likely to miss out on minute details that may either be an opportunity or a threat to its growth. Current and past data from the organization and the industry enable the organization’s management to determine the expected employee performance levels in their organizations. Further, analytics are crucial in finding out the reason why employee performance is under the expectations and the measures that should be put in place to rectify the situation.
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Employee satisfaction is necessary in optimizing their performance, and several measures are often recommended to keep the employees satisfied and motivated. They include promotion, rewards, and flexible terms of work among others. The most important thing is to determine which specific measures to implement and to what extent based on the specific factors that are negatively affecting the employees' disposition towards their work. Most measures employees in optimizing employee satisfaction and motivation are expenses to the organization, yet the organization must minimize expenses to maximize gain. A suitable balance is therefore crucial. For instance, in implementing salary increments, the human resource department plays an important role in determining how much to increase the employees’ salaries to motivate them while minimizing the impact of the salaries and wages expense on the company's profit. In other words, the expected benefit from the increased wages and salaries should outweigh the cost.
Employee retention is one of the main human resource goals. Analytics are necessary in understanding employee turnover and attrition in every organization. High employee turnover and attrition could result from numerous factors in the organization and analysis of data helps single out these factors and therefore craft the necessary measures that can be employed in their mitigation. For instance, high employee turnover in an organization may have been mainly influenced by a perception of unequal treatment among employees based on skin color, religion, gender or any other factors. This could happen despite the organization having optimized other factors such as remuneration, employee work environment, terms of work and others. Analytics are useful in revealing such a trend and providing a basis on which the best way forward can be forged.
Given that HRM is concerned with the management of people, it is necessary to find ways in which analytics can contribute to people's development. Organizations should look keenly into using analytical tools to facilitate addition of human value. The focus should therefore extend beyond the capacity of the employees to derive benefit from the employees, to the employees themselves benefiting from their presence as part of the organization’s workforce. For instance, where analytics reveal a gap in the level of skill in the workforce, organizations should find ways of growing and developing their employees' skill sets.
In conclusion, human resource analytics revealed the necessity of sufficient real time data in the organization. Analytics tools are much more efficient when data is available and decision-making is much more accurate when the organization’s management has a clearer view of the factors influencing their decisions. However, human resource analytics should be used as a tool for the people, meaning that the employees should benefit from the use of analytics tools.
