We are attending the CIPD’s HR Software Show 2013 on 19th & 20th June at London’s Olympia. Register here for your FREE pass and come and visit us on stand H122.
We’ve also been asked by the CIPD to present on the impact of the big data revolution on HR professional’s performance management programs from 1430-1500 on Wednesday 19th June at the HRSS seminar hall.
This series of articles introduces the concepts and practices of collating, analysing and acting on big data insight for the biggest gains in employee performance.
A staggering 204million emails are sent, two million Google searches made and 100,000 tweets are posted, every minute of every day across the globe. Every email, instant message, phone call and click of a mouse, leaves a digital footprint.
Businesses, no matter how large or small, are constantly being bombarded with increasing levels of information, which is rising at the same rate as technology is rapidly evolving.
For HR teams, data provides a big opportunity. By understanding broader business requirements and asking the right questions, HR teams can start to collect data that can show the impact of people policies and investment on the business.
And by analysing data appropriately HR will be able to predict future people needs and design and develop the right interventions before there is a problem.
Simply collecting employee data alone to fulfil a requirement or to complete a process requirement is not enough. Data only becomes valuable when it provides actionable insight. HR teams are fast-becoming switched on to collating employee data that not only enables them to further relate to people issues and predict future staff needs, but inform strategic decisions and help develop insights into the future direction of their business.
But where should HR functions start? Before they start to collect, they need to plan.
HR professionals need to make sure they have the correct fundamentals in place before changing their approach to collecting, interpreting and evaluating their data.
The wealth of data that is generated and collated by HR is endless and can be typically broken down into the following:
- Human Resource Information Systems (HRIS) – standard HR or employee details such as age, gender, job, function.
- Reward data – base salary, bonus/commission earned.
- Performance and talent information – performance and potential rating, objectives set and achieved, behavioural and competency measurement.
HR professionals can use technology to ‘mine’ employee and business data to enable them better understand and profile high performance. This enables organisations to identify who their high performing employees are and which managers consistently manage high performing teams.
But simply collating data doesn’t mean it has value. It is how HR professionals use the data in order to establish business critical information.
In fact, digging deeper into data can reveal the most surprising – and potentially contrary – insights. Recent research from Leadership IQ has discovered that in 42% of organisations, low performers are actually more engaged than high performers. It seems bizarre to believe that the least productive performers are the most engaged!
However, what is most probably actually happening is that the low performers are not being managed appropriately, which is leading to disenchantment from the high performers!
What this research is indicating is that by only comparing performance data alongside engagement data are HR functions able to establish such interesting acts within their organisation.
If you want to see this theory in action – book a demonstration of our performance management software by clicking here.
So what do you do when you’ve collected all of this data? Here’s a guide on the analysis of big data to develop your employee performance management insight.