How HR Analytics Streamlines the Performance Appraisal Process

Shefali Vasave | June 21, 2022 | 64 views | Read Time : 02 min

Merger News
Employee engagement is directly proportional to employee productivity. It boosts morale and contributes to an organization’s growth and revenue churn. HR professionals worldwide need to enhance this engagement while keeping tabs on employee productivity and sentiment to regulate organizational performance.

Understanding employees through analytical data helps HR professionals optimize employee performance, ensure retention, and offer appraisals for their hard work. This data-driven approach toward human resource management constitutes HR analytics, or people analytics. When implemented and integrated into a company’s people management process, HR analytics can boost an organization’s performance and profitability.


HR Analytics: Core Advantages

  • Improves HR performance through reliable analytical insights
  • Transforms HR into a strategic partner
  • Aids HR in predicting skill requirement and vacancies in the organization
  • Identifies attrition and gives insights into its cause
  • Helps evaluate and manage employee performance

In today’s data-reliant world, HR analytics helps HR professionals go beyond their gut feeling during an employee’s performance appraisal process.


HR Analytics in the Performance Appraisal Process

Conducting a fair performance evaluation and appraisal process is imperative to keeping your workforce happy. Unfortunately, because the Bell Curve Method is time-consuming and rates employees in broad categories based on performance, it is no longer acceptable in today's appraisal process. Poor team dynamics, bias, inaccuracy, and inadequate feedback can take the appraisal process downhill.

HR analytics eliminates these issues by collecting and tracking high-quality data from learning and development systems, HR systems in place, cloud-based systems, and mobile devices. This data includes employee profiles, performance data, salary, promotion history, retention, absenteeism, engagement, and training history. As a result, HR professionals can evaluate employee performance objectively with the help of HR analytics. Here is how:


Identifies Patterns

HR analytics identifies both individual and team-level patterns of learning and strategy execution. Associated data and algorithms can provide objective insights into how the workforce prefers to work and what drives its performance.


Creates Engagement

Analytical HR data can give insights into engagement activities that boost employee performance. Such engagement activities can encourage organizations to invest more in performance building. They will also provide a definite metric to associate performance with engagement.


Offers Real-time Performance Analysis

HR analytics allows real-time assessment of performance to make timely decisions. HR professionals can estimate performance extensively, flag issues and predict which employees could be a liability. Companies like Google and Microsoft rely on HR analytics to analyze performance data in real-time for their appraisal processes.


Helps in Planning Succession

Accurate appraisal and performance evaluation using HR analytics helps HR professionals use the data for succession plans. They can consider promotions, professional break-ups, transfers, and more beforehand, rewarding and retaining the right resources.


Aids Constructive Feedback

During the appraisal process, HR professionals can give data-backed performance-related feedback to employees. The analytical data helps employees understand their areas of improvement. Such constructive feedback can enhance employee productivity.


Summing It Up

With the help of HR analytics, HR professionals can base their decisions about promotions, salary hikes, and other important human resource management aspects on quality data rather than just bias-prone human insights. They can also align employee requirements with business objectives.

Spotlight

AIESEC McGill

Through our Global Internship program, we provide businesses a tailored and reliable employer solution to increase their competitiveness. With AIESEC, companies gain access to top talent from every major economy and emerging market, while strengthening their brand as an employer with a global mindset and contributes to the youth development of communities worldwide. Our program is highly customizable and flexible to cater to your needs.

OTHER ARTICLES
HR ANALYTICS

HR Compliance: Get Back to Basics During the Great Reset

Article | March 30, 2020

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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Article | December 27, 2021

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Article | June 13, 2022

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Article | May 12, 2022

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Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

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Spotlight

AIESEC McGill

Through our Global Internship program, we provide businesses a tailored and reliable employer solution to increase their competitiveness. With AIESEC, companies gain access to top talent from every major economy and emerging market, while strengthening their brand as an employer with a global mindset and contributes to the youth development of communities worldwide. Our program is highly customizable and flexible to cater to your needs.

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