How to Use HR Analytics to Create a Culture of Employee Engagement

If you're like most HR professionals, the term "HR analytics" probably brings up images of complex mathematical models and reams of data. But the reality is that HR analytics is simply the process of using data to improve HR decision-making.

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While HR analytics can be used to improve a wide range of HR processes, from recruiting to performance management, in this article we'll focus on how it can be used in relation to employee engagement.

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HR analytics is a relatively new field, and as such, it can be difficult to know where to start. This guide will help you to understand the role of HR analytics in employee engagement, and how you can use it to your advantage.

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What is HR analytics?

HR analytics is the process of using data and analytics to help improve HR decision making. It can be used to assess things like employee engagement, retention, and performance.

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In order to use HR analytics effectively, you need to have access to good quality data. This data can come from a variety of sources, including surveys, performance reviews, and employee data from your HR system.

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Once you have this data, you can start to look for patterns and trends. This can help you to identify issues that may be affecting employee engagement, and to come up with solutions to address them.

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How can HR analytics help with employee engagement

There are a number of ways in which HR analytics can help you to improve employee engagement.

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1. HR analytics can help you to identify engagement issues

If you have access to data on employee engagement, you can start to look for patterns among employee segments and engagement drivers. This can help you to identify issues that may be affecting engagement levels.

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For example, you might find that employees who work in certain departments are less engaged than others. This could be because of a number of factors, such as departmental culture or the nature of the work.

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Once you have identified an issue, you can start to look for solutions. This might involve making changes to the way that departmental cultures are managed, or providing more training and development opportunities for employees in that department.

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2. HR analytics can help you to understand what employees want

If you want to improve employee engagement, it is important to understand what employees want. This can be difficult to assess without data.

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However, if you have access to data on employee engagement, you can start to look for trends that connect the various engagement drivers that best describe what employees want.

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For example, you might find that employees who are given more autonomy and responsibility are more engaged than those who are not. This could be because they feel like they are able to make a difference in their work.  Modern employee engagement platforms like Engagesoft perform “Impact Analysis” of each engagement driver to find the drivers that your employees care most about.

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Once you have understood what employees want, you can start to provide it. This might involve making changes to the way that work is structured, or providing more opportunities for employees to be involved in decision making.

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3. HR analytics can help you to identify solutions to engagement issues

Once you have identified an issue that is affecting employee engagement, you can use HR analytics to help you find a solution.

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This might involve looking at data on employee engagement to understand what might be causing the issue, and to come up with solutions to address it.

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Once you have identified the cause of the issue, you can start to look for solutions. This might involve making changes to the way that work is structured, or providing more opportunities for employees to be involved in decision making.

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4. HR analytics can help you to monitor the impact of changes

Once you have implemented changes to improve employee engagement, it is important to monitor the impact of those changes.

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HR analytics can help you to do this by providing data that you can use to track the impact of the changes. This can help you to see whether the changes are having the desired effect, and to make adjustments if necessary.

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For example, you might implement a change to your employee feedback system, and then use HR analytics to track the impact of that change. If you find that employee engagement has not improved, you can make changes to the way that the change is implemented, or to the change itself.

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Employee Engagement Platforms

Modern employee engagement platforms like Engagesoft make the process of gathering data and processing the right analytics considerably easier and more efficient. Engagesoft gathers employee engagement data based on an Engagement Model comprised of a comprehensive dictionary of employee engagement drivers and sub-drivers. Additionally, the platform performs powerful analytics to present to you simplified results and conclusions in a number of different reports and dashboards. These include: engagement across the org chart, exit analysis, employee comments analysis, engagement across the employee lifecycle and many others.

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Conclusion

HR analytics can play a vital role in improving employee engagement. It can help you to identify issues that may be affecting engagement levels, to understand what employees want, and to find solutions to address those issues.

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If you want to use HR analytics to improve employee engagement, you need to have access to a reliable platform like Engagesoft to manage the process of collecting the data, and then analyzing the patterns and trends to extract the right conclusions. This can help you to identify issues that may be affecting employee engagement, and to come up with solutions to address them.

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