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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

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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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HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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Read More
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Read More
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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.

Read More
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HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

Read More
HR ANALYTICS,EMPLOYEE EXPERIENCE

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The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? 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.

Read More
MORE ARTICLES

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.

Related News

HR PRACTICE,HR STRATEGY

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Read More

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Relogix Partners with Butlr Technologies, Bringing Most Complete Occupancy Analytics Platform to the Hybrid Workplace

Relogix and Butlr Technologies | August 03, 2022

Relogix, a leading occupancy analytics provider for hybrid workplace monitoring and performance, today announced the integration of Butlr Technologies' people counting sensors to its occupancy analytics solution offering. Through this partnership, Relogix brings the most comprehensive occupancy and utilization insights that companies need to create effective hybrid workplaces while optimizing their overall real estate spend. As more people return to the office, some organizations are relying on booking or badging data to get a high-level understanding of the number of individuals entering and exiting a specific space throughout the day. However, this data alone is limited and not sufficient to truly understand actual employee behavior and reveal the new, emerging, and continuously changing work styles and preferences. Creating effective and efficient hybrid workplaces requires the flexibility to combine different occupancy data sources to surface the insights needed to make informed decisions about workplace design, spending and employee experience. Having one platform for all occupancy use-cases makes Relogix the must-have occupancy analytics platform for the hybrid workplace. "We are thrilled to add Butlr's advanced sensor technology to Relogix's already robust offering, By combining threshold, area, and our desk-level sensors, users can now achieve a more complete picture of employees' work preferences in a flexible, easy to deploy package that scales up or down to meet their changing needs. This information, and the ability to mix and match it with other data sources, empowers employers and CREs to make more informed workplace experience decisions to best meet the needs of today's hybrid workplace." - Andrew Millar, Relogix CEO. Using non-intrusive thermal technology, Butlr's sensors are mounted above doorways or ceilings to detect the number of people in defined zones – common areas, meeting rooms, open collaboration spaces, or groups of desks. Unlike other people counting sensors on the market, Butlr's sensors do not use cameras and are incapable of capturing personally identifiable information. The sensors function on their own, independent low-power thermal array network by being wirelessly connected to a gateway. All sensors can form a mesh network starting from the gateway – connected to the internet by either a cellular connection, Ethernet or Wi-Fi. We are thrilled that Relogix, a true pioneer in workplace analytics, chose Butlr to enable threshold and open area sensing data into their Conexus platform, With the addition of our sensors, Relogix customers now have the opportunity to better understand where, when, and how their employees are using spaces in order to build a more effective hybrid workplace where highly engaged and productive teams thrive, said Honghao Deng, co-founder and CEO of Butlr. About Relogix Relogix empowers productive work from anywhere. Relogix provides insightful, actionable and predictive workplace analytics so companies can create better experiences for their people. Founded in 2010, Relogix is focused on solving customer outcomes by combining data and technology. To learn more, visit: www.relogix.com. About Butlr ‍Spun out of the MIT Media Lab in 2019 with offices in Silicon Valley and Boston, Butlr was founded by Forbes 30 Under 30 entrepreneurs Honghao Deng and Jiani Zeng with a mission to make the built environment people-aware. Butlr's People Sensing Platform anonymously infers human presence and activity via its thermal, wireless sensors to deliver rich spatial insights at a fraction of the cost and time of legacy alternatives. Since the recent launch of its platform in late 2021, the company is already working with dozens of top occupiers, landlords and service providers in North America, Europe and Asia, in addition to partners in senior living and retail.

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HR ANALYTICS,HR STRATEGY

Lever Unveils Talent Maturity Model for Companies to Generate Insights into Their Current Recruitment Strategy

Lever | June 30, 2022

Leading talent acquisition suite Lever introduced their Talent Maturity Model to assist businesses in understanding their existing hiring practices and pinpointing areas for development. Companies are under pressure to keep up with a changing environment and people's needs in today's competitive market to hire top personnel. According to BLS data from June 2022, there were 11.4 million unfilled positions, demonstrating that businesses are still having difficulty hiring the finest candidates for their enterprises. Although it is obvious that hiring and talent acquisition are more crucial than ever for brands and businesses, sometimes firms fail to notice flaws in their hiring procedures that can hurt their ability to recruit in this market. The Talent Maturity Model was developed by Lever to assist businesses in assessing their present capabilities, understanding their short- and long-term goals, and creating an action plan to assist in the evolution of their talent acquisition strategies. "It's critical for companies to understand where they may fall short when it comes to their talent acquisition process. Whether companies are still hiring at a high volume, or focusing on retention, with Lever's Talent Maturity Model, our goal is to support companies in knowing what's needed to thrive and grow while providing practical steps on how to get there." - Nate Smith, CEO and Founder of Lever

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HR PRACTICE,HR STRATEGY

Wagepoint acquires KinHR to build ultimate workplace "happiness" solution for small businesses and their teams

Wagepoint | August 10, 2022

Canadian fintech company Wagepoint is doubling-down on its mission to bring happiness to small businesses and their teams with a new acquisition. KinHR – soon to become People by Wagepoint – has joined Wagepoint's family of products, which will create a single solution that takes payroll, time and attendance and (now) human resources tasks off small business owners' hands so that they can get back to doing literally anything else. KinHR is known as a simple, friendly and reliable people management software among its 4,500 global users. This makes it the perfect puzzle piece to complete Wagepoint's stack of small business products, offering everything CEOs and founders need to take care of their people right from the moment they're hired. People by Wagepoint will offer features like an employee directory, time-off management, new hire onboarding, document storage and eSignatures, in addition to ongoing employee performance management tools like employee objectives and reviews. The product will help make workplace operations easier, and maybe even a little "sweeter", for both employers and their teams. "Payroll and HR go together like summer and popsicles – minus the sticky fingers!, When done right – that is, with a focus on keeping it simple and truly caring about the human experience – both payroll and HR can contribute to a happy workplace, just like ice cream! We're excited to welcome People by Wagepoint to our family of products. Now, we can help our customers create a delightful experience for their employees, right from the moment of hire and at every touchpoint that follows." - Shrad Rao, CEO of Wagepoint Delighting customers will remain a key pillar as the company moves forward with the rebrand and builds a team around People by Wagepoint. Both Wagepoint and KinHR have a Capterra rating of 4.6 out of 5 by their users – notably, for friendly customer support – and the new product will continue building on that trust, says Melissa Benzo, former Director at KinHR and current Director of People by Wagepoint. KinHR has always been about creating a simple approach to HR software so that small businesses can focus more on their employees and their business, rather than the management of 'stuff' that comes with HR. Wagepoint is just the company to continue that effort and expand on that idea by keeping all things light, friendly, and simple, I always tell KinHR customers 'we're here to help,' and I feel that echoed throughout the entirety of Wagepoint,says Benzo. People by Wagepoint is the second small business software to be acquired by Wagepoint in 2022. Earlier this year, Timesheet Mobile joined the Wagepoint family and will soon be available to customers for all of their time and attendance needs, rebranded as Time by Wagepoint. About Wagepoint Wagepoint is a small-but-mighty fintech company on a mission to simplify payroll – and maybe even dare to make it delightful! Our online software was created just for small businesses, automating the most "ugh" parts of payroll – like calculating wages and reporting on taxes – so that our customers can get back to doing, well, literally anything else. Backed by the world's friendliest team, Wagepoint is always supportive, never stuffy and refreshingly human. Founded in 2012, we make payroll magic happen for more than 20,000 small businesses, accountants and bookkeepers across North America.

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HR ANALYTICS,REMOTE WORKFORCE

Relogix Partners with Butlr Technologies, Bringing Most Complete Occupancy Analytics Platform to the Hybrid Workplace

Relogix and Butlr Technologies | August 03, 2022

Relogix, a leading occupancy analytics provider for hybrid workplace monitoring and performance, today announced the integration of Butlr Technologies' people counting sensors to its occupancy analytics solution offering. Through this partnership, Relogix brings the most comprehensive occupancy and utilization insights that companies need to create effective hybrid workplaces while optimizing their overall real estate spend. As more people return to the office, some organizations are relying on booking or badging data to get a high-level understanding of the number of individuals entering and exiting a specific space throughout the day. However, this data alone is limited and not sufficient to truly understand actual employee behavior and reveal the new, emerging, and continuously changing work styles and preferences. Creating effective and efficient hybrid workplaces requires the flexibility to combine different occupancy data sources to surface the insights needed to make informed decisions about workplace design, spending and employee experience. Having one platform for all occupancy use-cases makes Relogix the must-have occupancy analytics platform for the hybrid workplace. "We are thrilled to add Butlr's advanced sensor technology to Relogix's already robust offering, By combining threshold, area, and our desk-level sensors, users can now achieve a more complete picture of employees' work preferences in a flexible, easy to deploy package that scales up or down to meet their changing needs. This information, and the ability to mix and match it with other data sources, empowers employers and CREs to make more informed workplace experience decisions to best meet the needs of today's hybrid workplace." - Andrew Millar, Relogix CEO. Using non-intrusive thermal technology, Butlr's sensors are mounted above doorways or ceilings to detect the number of people in defined zones – common areas, meeting rooms, open collaboration spaces, or groups of desks. Unlike other people counting sensors on the market, Butlr's sensors do not use cameras and are incapable of capturing personally identifiable information. The sensors function on their own, independent low-power thermal array network by being wirelessly connected to a gateway. All sensors can form a mesh network starting from the gateway – connected to the internet by either a cellular connection, Ethernet or Wi-Fi. We are thrilled that Relogix, a true pioneer in workplace analytics, chose Butlr to enable threshold and open area sensing data into their Conexus platform, With the addition of our sensors, Relogix customers now have the opportunity to better understand where, when, and how their employees are using spaces in order to build a more effective hybrid workplace where highly engaged and productive teams thrive, said Honghao Deng, co-founder and CEO of Butlr. About Relogix Relogix empowers productive work from anywhere. Relogix provides insightful, actionable and predictive workplace analytics so companies can create better experiences for their people. Founded in 2010, Relogix is focused on solving customer outcomes by combining data and technology. To learn more, visit: www.relogix.com. About Butlr ‍Spun out of the MIT Media Lab in 2019 with offices in Silicon Valley and Boston, Butlr was founded by Forbes 30 Under 30 entrepreneurs Honghao Deng and Jiani Zeng with a mission to make the built environment people-aware. Butlr's People Sensing Platform anonymously infers human presence and activity via its thermal, wireless sensors to deliver rich spatial insights at a fraction of the cost and time of legacy alternatives. Since the recent launch of its platform in late 2021, the company is already working with dozens of top occupiers, landlords and service providers in North America, Europe and Asia, in addition to partners in senior living and retail.

Read More

HR ANALYTICS,HR STRATEGY

Lever Unveils Talent Maturity Model for Companies to Generate Insights into Their Current Recruitment Strategy

Lever | June 30, 2022

Leading talent acquisition suite Lever introduced their Talent Maturity Model to assist businesses in understanding their existing hiring practices and pinpointing areas for development. Companies are under pressure to keep up with a changing environment and people's needs in today's competitive market to hire top personnel. According to BLS data from June 2022, there were 11.4 million unfilled positions, demonstrating that businesses are still having difficulty hiring the finest candidates for their enterprises. Although it is obvious that hiring and talent acquisition are more crucial than ever for brands and businesses, sometimes firms fail to notice flaws in their hiring procedures that can hurt their ability to recruit in this market. The Talent Maturity Model was developed by Lever to assist businesses in assessing their present capabilities, understanding their short- and long-term goals, and creating an action plan to assist in the evolution of their talent acquisition strategies. "It's critical for companies to understand where they may fall short when it comes to their talent acquisition process. Whether companies are still hiring at a high volume, or focusing on retention, with Lever's Talent Maturity Model, our goal is to support companies in knowing what's needed to thrive and grow while providing practical steps on how to get there." - Nate Smith, CEO and Founder of Lever

Read More

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