*By Ilana Brancalhão
Employee satisfaction and engagement are on the list of priorities for organizations. To measure these results, several indicators are used, such as absenteeism – the total number of employee absences – and turnover, which are capable of identifying problems that may lead to dismissals or layoffs in teams.
However, resolutions based solely on these metrics often prove ineffective shortly after. In this context, trends in predictive data analysis in HR and information modeling work are fundamental tools that lead to safer responses, favoring real transformations in the sector.
Proof that this adoption is promising is in the strong trend of digital transformation in the segment, especially driven by the use of technologies. To give you an idea, according to a survey carried out by Professor Erik Brynjolfsson, from MIT (Massachusetts Institute of Technology), companies Data-Driven, that is, those who make decisions based on data, have a productivity between 5% and 6% higher than organizations that do not use this same model.
Practical tips for turning data into action in HR
There is no denying that indicators are important tools. Within HR, there are at least 40 of them that can be implemented, but the question remains: are all of them really necessary? The answer is no.
This is because, if information is observed in isolation, it is not possible to have a comprehensive view, making it impossible to develop effective solutions. Therefore, a first step to success in HR is to identify the indicators that really matter, not for the sector, but for the business, enabling more assertive decision-making.
In this sense, monitoring data in HR can reduce the turnover and the flow of employees entering and leaving the company. A practical example is when a high-performance professional, who has always been very engaged and responsible for great results, starts to appear in this indicator. Although at first the impression may be one of surprise, by analyzing the information, it is possible to generate effective action and, often, avoid dismissal.
In addition, data monitoring in HR also allows you to identify patterns of disengagement. An employee may be working in an area that does not fit them, but has the ideal profile for another position within the company. In cases like this, with the support of technology and intelligent monitoring, it is possible to map this data and suggest reallocations that benefit not only the employee, but also the organization.
Personalization: an individualized look
Monitoring and understanding indicators are essential for HR, but they will not generate major changes if there is no individual approach to each situation, taking into account each reality and observing the data in a specialized manner. This is possible through investment in technology and the support of companies specialized in its development for the HR sector, adding agility and professionalism to strategic analysis and decision-making.
Thus, the use of data-based predictive analysis has proven to be a promising practice for the HR sector, enhancing the generation of significant changes in the work environment, with positive impacts for employees, the development of the sector and business success.
*Ilana Brancalhão is HR Market Manager at Benner Group, a technology company that offers business management software and BPO services to revolutionize and simplify business.
Notice: The opinion presented in this article is the responsibility of its author and not of ABES - Brazilian Association of Software Companies
EN 
PT 
