Are you still finding the league table confusing?
If you’re struggling with your tables at the moment, I can reassure you – you’re not alone.
In Austria’s HR world, manually completed tables for data analysis are still number one. Read on to find out how five key factors can help you convince your decision-makers to take the next step in digitalisation and escape data chaos.
Out of the data maze
Do any these scenarios sound familiar? Would you also like to be able to gain more insights from your company’s data? As you now know, you are not alone in this. If you don’t currently have the opportunity to evaluate such data in your company, or if it is simply too time-consuming, I can offer solutions to the 5 classic challenges that prevent data evaluation/collection.
The five classic challenges
Understanding the benefits
Companies do not always fully understand the added value of an HR system and the analytical data that can be obtained from it. Often, only the costs and the associated effort are considered. However, people analytics can significantly to improve the performance of the HR department, support the company’s goals and, above all, do so efficiently.
How to convince your leadership team to adopt an HR tool:
KPIs (key performance indicators) such as time to fill/time to hire in recruitment, turnover and demographic data such as age/origin/gender. working hours, days absent and target agreements, can also be included. All this data can be used to analyse processes, derive measures and thus make them more effective. It’s a win-win situation for everyone involved.
Free up resources
Selecting and implementing an HR system can be costly and very complex. Data and processes must be considered holistically, including working time models, reporting lines, salary structures, approval processes and applicant management. Dedicated resources are required to successfully implement a system in the long term. It is therefore advisable to explicitly free up resources. You could either recruit someone who is interested in this area or wants to develop their skills in this area, or even hire an additional person. This person should actively assist with the set-up before the system is introduced. Focus groups are particularly suitable for this purpose. As we all know, a system is only as good as the users who use it. So get people on board who want to contribute and make a positive change.
If you are already undergoing such training, or if it is coming up soon, don’t worry! Nobody is born a master. I also had to learn how to use a wide variety of systems. It’s always good to learn something new! #PersonalDevelopment Just food for thought!
Data quality and availability …
…are essential for making good and sustainable decisions. The most important criterion here is the simple provision of high-quality data at the touch of a button. If your current HR system is outdated or too complex, it is worth investing time and money in upgrading or purchasing a new system. While the initial investment should not be underestimated, but in the long term it will free up resources and promote personal responsibility within the company. Managers and employees can access data (e.g. working hours, personal data, performance management, etc.) independently of HR or authorisation holders, which significantly increases the timeliness and availability of the data.
Change management
People analytics is not just another step towards digitalising a company; it also makes collaboration more transparent. This may be a little daunting at first, but it is important for fostering a trusting corporate culture. Employees want to understand how decisions are made. An HR system should support everyone involved and should not be used to highlight inefficiencies. However, it can identify these inefficiencies, enabling the company to initiate training measures and discussions. #ErrorCulture
Data protection
It’s always a hot topic! Employees are concerned about their privacy. This is a legitimate concern, because the HR system naturally requires access to sensitive data. However, the guidelines and compliance requirements should be strictly regulated and, in my experience, HR managers always handle personal data with great care. HR systems are designed to securely collect and store data. As long as you don’t choose a dubious or non-European provider, you can rest easy. It is important that data is stored within Europe, then you are always on the safe side.
Bye bye excel list – Hello to the HR system with people analytics!
If your existing HR system cannot provide or evaluate the data you need or cannot evaluate it, seek advice on the options available to you/your company.
Tool tip:
Personio is definitely a hot tip if you are looking for an HR system that is easy to use and supports you through the transition process. I personally got to know Personio a few months ago during a customer project. I was impressed by the fact that processes can be optimally digitised to meet company requirements and that it also has a modern look and feel.
My conclusion
Choose the right HR system partner for you. If you have any questions about current case studies or are struggling to make sense of the data, feel free to contact me here or on social media. I will be happy to help you to make sense of your data.
As Alexander Solzhenitsyn once said:
The solution is always simple, you just have to find it.
