Driving Insights To Action

Supriya Nigam is a lead Content Writer & Digital Marketing Strategist at CareerBuilder India. Her passion for helping people in all aspects of digital marketing flows through in the expert HR Technology industry coverage she provides. Also, an avid Yoga practitioner.

Today, businesses can drive financial return on human capital investment and increase the value the workforce remit to organizational performance through the use of HR analytics. The recruitment leaders understand precisely how increased the power of analytic insights and metrics can align core workforce processes with organizational strategies and enable organizations to make the necessary business decisions today, for their future.

By using analytics, organizations can more efficiently improve and manage performance. The skilful use of HR analytics can assist business to improve its productivity through:

– Balancing the lowest effective headcount,

– Efficient workforce control while confirming satisfactory service delivery,

– Thereby appealing to the Executives, Chief Human Resource Officer (CHRO) and the Line Managers can perceive top and bottom performing employees – to better develop and retain key talent.

Also, address looming gaps in required competencies and retention trouble spots.

Analytic Workflow Re-defined with Broadbean Analytics Suite

The embedded decision support and analytical workflow are strategic elements of logical user interface. The Broadbean Analytics Suite address the objective of warranting that Human Capital is leveraged appropriately, guiding the team of hiring managers and recruiters from the summary level to details stockpiled in the Human Resource transactional system.

BDAS is a next generation recruitment analytics software that provides fact-based, timely insights into activities across the entire organization. For the reason that data is drawn from multiple systems, cross-functional analysis befits and soiled views eradicated.

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Driving Insights To Action
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The primary function of HR is eventually to augment the workforce through apt processes to acquire, develop, optimize and pay the workforce while complying with statutory obligations. Each of these practices has a set of objectives; every so often there are concerns in meeting these aims.

Organizations can make efficient use of analytics to dig into the issues surrounding each process, using an analytical workflow of Broadbean Analytics Suite that guides users to answer demands of recruitment area, to gain acumens from accessible information, and then to take action. For instance,

ACQUIRE. To meet the business objective of cost-effective, efficient, and scalable recruiting process, HR leaders can look into the recruiting pipeline to develop a robust recruitment plan.

The role of BDAS. The analytical workflow of Broadbean Analytics Suite (BDAS) can guide your recruitment team to drill down to see the best talent recruiting sources & candidate pipeline for particular jobs, starting from a high-level metric of new hires. Along with, identify the best candidate source and average time & cost to hire.

OPTIMIZE. Developing a strategic workforce plan to meet the business objective, workforce composition can be compared with external data to stimulation how population aging will influence the personnel.

The role of BDAS. Backed by accurate data & easy-to-understand reports BDAS would guide the business leaders through evaluating the current attrition trend, headcount level, and anticipated turnover consequently that capacity can be forecasted. It also helps Talent Acquisition Heads to develop forward-looking scenario based workforce plans.

The BDAS empowers recruitment leaders to take action based on analytical results a workflow, facilitating navigation to more information, and expediting where to take action.

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