For any organization, their workforce is their biggest asset. Hence nurturing them is one of the important elements to gain the best output from this resource pool. Workforce behavior and relations have a direct influence on employee engagement, productivity, and, therefore, organizational profitability. The responsibility of managing this asset falls on the HR team. Nowadays, the HR teams can include technology in their framework to mine and analyze the situation and help in achieving team building goals. And this utilization of technical tools to evaluate talent assessments, find red flags, etc. is called workforce analytics. And the data collected for this analytics is always dynamic. It can be an industry, company, or department-specific. While it is generally based on big data tools, embracing it depends on how savvy the HR leaders are.

There are multifold advantages to this system. For starters, it helps in tracking of employee engagement. This eases in the optimizing process of the employee experience. It empowers HR teams to arrive at better hiring decisions by predicting candidate success through improved screening evaluations. These analytical assessments may be disposed of to test the existing employees and identify their potential talents. And it is also possible to receive detailed feedback from the other team on how to improve productivity and performance. And these suggestions can later be tailored down to the ones that can be applied both on individual and institution level. And in the end, it can help them figure out which policies work and which do not.

Using Machine learning, one can measure how effective was a training program on the target candidates. It helps to figure out the best plan that aligns with the company’s standards and makes the HR team more responsive to the internal workforce. This demands to employ internal human capital consulting teams whose members can be flexibly assigned to critical projects that affect that business’s organizational health. Furthermore, using metrics and workplace conduct data, the HR team can pinpoint the evolving red flags. These alarms may include poor performance of a candidate, sensitive social issues like discrimination, and harassment.

With workforce analytics transitioning from one time targeted effort to real-time feedback, companies can survey the employee behavior from time to time. This will helps to monitor employee inclinations, engagement, and indifference, suggesting reasons for the same. Besides, it will bring transparency on a pan enterprise level. At the employee level, too, individuals can have greater ownership of their personal data.

Another of the most important benefit of integrating workforce analytics is that it enlightens what benefits employees resonate with the most and thereby helps employers come up with ideas that prioritize employee welfare. Doing so breaks the top-down approach wide-spread in companies. Meanwhile, it can also help detect the knowledge gaps and assist the persons struggling behind either due to lack of skills or incorrect job allocation. Thus it is preventing burnout, loss of revenue while making sure of a proper assignment of tasks to fill out the position role and maximize turnover and profits.

So it is high time, the HR leader stops overlooking this promising technology and start investing in it to help build high performing organizations, foster deeper engagement and retain top notch talents.