Transform your business with HR analytics

By

Jon Gilbert

December 5, 2017

December 4, 2017

No business function has been immune to the sweeping impact of digital transformation in recent years. New technology has been helping to improve productivity across all areas of business, while also providing streams of data, which enable us all to work smarter.

No business function has been immune to the sweeping impact of digital transformation in recent years. New technology has been helping to improve productivity across all areas of business, while also providing streams of data, which enable us all to work smarter.

This is no different in HR. According to Deloitte’s Human Capital Trends report, 73% of HR professionals now see ‘Digital HR’ as important or very important – while 71% think the same of ‘People Analytics’.

This has opened up fantastic possibilities to solutions that digital technology can provide. The challenge for us all, however, is to remember to start with the basics. For HR and payroll, those fundamentals lie in time and attendance data. After all, this is the data from which we track our human capital – the bedrock resource of any organisation.

Making better use of this information can help businesses optimise their processes and improve overall performance. Here are three ways organisations are doing just that:

1.            Scheduling

On a basic level, time and attendance data is vital to resource planning and scheduling within any organisation – especially when managers are juggling all sorts of absence requests, such as staff holidays, flexible working requests and periods of sick leave.

Having access to this real time data means managers can quickly analyse the consequences of an absence request and respond accordingly. They can easily accept or reject requests and take appropriate actions to compensate for staff shortages.

2.            Spotting trends

It’s not just the immediate, day-to-day benefits where time and attendance data is valuable, however. When properly analysed, it can also reveal trends that can lead to huge savings for any business.

For instance, this might highlight seasonal periods when there are unusually high instances of absence, caused by sickness at winter time or holiday requests in the summer. An ability to forecast such patterns of behaviour allows an organisation to flex their staffing levels accordingly.

Alternatively, a business may discover, for example, that child care issues are resulting in persistent lateness and short notice requests for time off work. With this knowledge, organisations can look for ways to remedy the situation – possibly through the introduction of flexible working initiatives.

3.            Employee wellbeing

Crucially, time and attendance can reveal serious problems impacting individuals. The latest government statistics show half a million people in the UK have experienced work-related stress, anxiety or depression.

If employers are able to catch the warning signs – often revealed by patterns of absence or lateness – action could be taken to address these illnesses. Helping the individual will also benefit the organisation as a whole, as it can prevent colleagues being asked to cover sick leave or managers struggling to hit targets due to a lack of resources.

Reliable data can provide managers with a chance to make an early intervention and ascertain what problems an individual may be facing. Is an excessive workload or a challenging working environment contributing to their difficulties? Would it be of benefit to the individual and the business to make changes to the current way of working? According to the CIPD, employees in the UK take an average of 6.3 days off a year as absence. However, with insights drawn from time and attendance data, organisations can begin to reduce these absences.

When you consider how data analytics is helping to predict other potential problems and how to best utilise the most vital of company resources, human capital, you can also see that this data has the potential to really improve the organisations performance. 

For a deeper look into improving employee engagement through an integrated workforce management system

To discover more about NGA ResourceLink

About the author:

Jon Gilbert

Product Manager

Jon has worked in the HR and payroll industry for over 25 years, working initially within HR and moving into payroll, managing a large logistics and warehousing payroll team. During this time, he found his IT expertise lent itself to managing and maintaining the HR and payroll system. For the last 15 years, he has been working with a vast array of organisations, delivering HR and payroll innovation through NGA ResourceLink.

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