To help you leverage people analytics for optimal workforce management, we've gathered insights from five industry leaders, including a director of human resources and a chief operating Officer. From being proactive in sourcing with people analytics to managing workload with attrition rates, discover how these professionals have used analytics to ensure the right people are in the right roles at the right time.
 

• Be Proactive Sourcing with People Analytics
• Use Predictive Hiring through People Analytics
• Improve Efficiency with Cross-Referenced Data
• Upskill Employees Using People Analytics
• Manage Workload with Attrition Rates

Be Proactive in Sourcing with People Analytics

VDart harnesses the power of people analytics to achieve optimal workforce management. Our leaders use data-driven insights to ensure that we have the right candidates in the right roles precisely when our clients need them, enhancing our operational efficiency.

One example of how analytics has transformed our resource allocation is when we examined our candidate database. By analyzing historical data, we identified that specific skill sets were consistently in high demand within certain industries during specific times of the year. With this knowledge on hand, we proactively sourced and trained candidates with these skills in advance.

As a result, we've significantly reduced the time it takes to fill positions, leading to higher client satisfaction rates. This approach has not only streamlined our operations but also allowed us to optimize our workforce allocation strategies, ensuring we meet our client's needs promptly and effectively. People analytics has been a game-changer.

Adrian Glazebrook-Lopez, Director of Human Resources, VDart Inc.

---------------------------------------------------------------------------------------------------------------------------

Use Predictive Hiring through People Analytics

In the fast-paced, data-driven world, people analytics stands out as an invaluable tool for HR leaders to efficiently achieve their goals. By effectively utilizing data, HR leaders can acquire valuable insights on workforce dynamics, empowering them to make informed decisions that optimize resource allocation and operational efficiency.

Great progress has been made in resource allocation and operational efficiency with the help of analytics insights, particularly in the field of talent acquisition. Previously, HR leaders heavily relied on subjective judgments and gut feelings when it came to hiring decisions. However, thanks to the emergence of people analytics, HR leaders can now leverage data to pinpoint the traits and skills that drive success in various roles.

By meticulously analyzing past employee performance data and correlating it with hiring criteria, HR leaders can create predictive models that effectively assess candidates' suitability for different positions.

Qahtan Al Qahtani, Policies and Rewards Specialist, Johns Hopkins Aramco Healthcare

---------------------------------------------------------------------------------------------------------------------------

Improve Efficiency with Cross-Referenced Data

I encountered a situation a few years back while working with a medium-sized tech company. The company was facing some issues with resource allocation. Engineers were often overloaded with projects, while the marketing team had pockets of downtime. The decision was made to dive deep into the data using people analytics.

Historical performance data, project timelines, and individual skill sets were examined. The cross-referencing of this data revealed that certain engineers had skills that perfectly complemented the marketing team's needs. Teams were reorganized accordingly, and the results were astonishing. Operational efficiency improved, and employees were happier in their roles, leading to better retention rates.

To utilize people analytics effectively, start by collecting and analyzing relevant data. This could include performance metrics, employee skills, project timelines, and even feedback.

Travis Lindemoen, Founder, Enjoy Mondays

---------------------------------------------------------------------------------------------------------------------------

Upskill Employees Using People Analytics

People analytics provide a great deal of data about your employees' performance, their skills, and their results. When an organization has vacancies that need to be filled without the budget to support hiring new candidates, people analytics is extremely beneficial.

It provides the necessary data to determine which candidates would be best suited for the role and what upskilling programs they would need to ensure the business, as well as the employees, are performing their absolute best. People analytics can help HR departments easily highlight low performers who have the potential to excel in a different role and are the best fit for upskilling for a much-needed role.

Max Wesman, Chief Operating Officer, GoodHire

---------------------------------------------------------------------------------------------------------------------------

Manage Workload with Attrition Rates

I use our attrition rate to gauge if our current team members are coping with the workload. Burnout is one of the top reasons why so many employees have left their long-term positions. I want to get ahead of this problem before it impacts our productivity.

High attrition rates mean that I'm probably not delegating work efficiently. We've always welcomed freelance professionals to our team to help ease the burden on our organization, so this is usually my go-to remedy for an overwhelmed workforce.

Stephan Baldwin, Founder, Assisted Living Center

Author Bio

Brett Farmiloe is the Founder/CEO - and currently the CHRO - of Featured. Brett is a former SHRM Influencer and has also been a keynote speaker at several state SHRM conferences around the topic of employee engagement.

Error: No such template "/CustomCode/topleader/category"!