admin

Employee management is one of the most challenging tasks of people managers across the length and breadth of the organization. Here is a bunch of best practices, tips and tricks, and case studies on this. Read on!

Employee Management

Employees are a vital asset of any organization. They are instrumental to the success of any business. How to manage your employees is a chief responsibility of a manager. Employee management can help transform an underperforming employee into an exceptional employee.

Employee managers should ensure top employees sustain their performance. In this blog, we will expand on what is employee management definition. We will provide tips for managers managing employees, how to manage staff, and staff management tools.

Also Read: How to engage employees | Everything you must know

What is employee management?

Employee management is the practice of helping employees to do their best work every day to work towards achieving larger organizational goals. We classify Employee management into five broad categories,

1. Selection requires finding and hiring the right candidate for the post.
2. Monitoring is the process of measuring and evaluating the performance of the candidate.
3. Interactions are day-to-day exchanges with various staff members in your organization. These communications could be reports, job-related expectations, feedback, and so on.
4. The reward is the recognition for a job well done.
5. Discipline is steps taken to correct errors while working, breach of customer policy, and improve low performance.

Also Read: Problem solving activities | Everything you must know

Benefits of an employee management system

The benefits of an employee management system are as follows,

1. Improve workforce management efficiencies – Manually tracking and managing employee data is tedious and prone to errors. You also ensure the information present in the system is current.
2. Employee engagement – Employment management software can help in conservation with your staff. The data allows you to track and evaluate them.
3. Secure employee information – Employee records contain vital information like salary, bank account, contact information. Employee management systems help secure the data from hackers.
4. HR data analysis and matrix – Employment management systems can provide crucial information on employee information. The data can help you evaluate and improve your existing systems.
5. Mitigate compliance risk – Companies are required to comply with government regulatory compliance and provide data. Employee management systems simplify the process.

Also Read: Voice echoing | A complete guide

Psychology of managing staff

You must learn how to manage people effectively in your professional and personal life. It helps in networking and making a meaningful connection, and working to achieve your goals. Management staff at the workplace needs a people-to-focus approach.

Business success is correlated to foundational human resource management knowledge. Remember that individual employee can consider their goals. You should provide the structure and environment with a level of accountability. You need to provide resources they may require.

Managing staff can be messy and unpredictable. Dealing with difficult employees requires a measured approach as it can affect other employees. Try a direct approach and make sure they understand the consequences. You need to document the process for legal compliance.

Also Read: Synchronus & asynchronus communication | A complete guide

Challenges faced in managing employees

How to manage employees can be challenging. Trainers are the first to see the impact of poorly managed employees. The top challenges in managing employees effectively are,

1. Communication – Managers can be unaware of the quality of communicators in the firm. During any one-on-one conversation, ensure employees get meaningful feedback.
2. Conflict resolution – Management often ignores problems and does not address conflict.
3. Manage performance – Managers find it difficult to meet goals, manage workload, and motivate the team
4. Employee burnout – Managers need to strategically allocate work to the team members. Assign work after analyzing strengths and weaknesses while ensuring no one in the team is overworked.

Also Read: Virtual water cooler | A how-to guide for everyone

Worker management system metrics

Worker management system metrics have been used for years to evaluate employees. Some of the methods used are,

1. Goal-based metric – This is a powerful approach where you can have a clear set of measurable process performance metrics for your team and team members. Involve employees in the process. The goals need to be SMART (specific, measurable, attainable, relevant, and time-based.
2. Quality – The quality of the work is a vital parameter. Poor work quality can result in losing customers or defective or malfunctioning products. Evaluate quality metrics to evaluate the percentage of product defects or errors. Implementing 360-degree feedback can improve product quality.
3. Effectiveness – This metrics measures the staff’s ability to solve problems at work.
4. Initiative – We measure when an employee shows initiative to go beyond their assigned work profile.
5. Training and improvement – It is vital to train your staff to face changes in the business environment. You need to assess the effectiveness of the training provided.

Also Read: Deep work summary | An ultimate read for best results

Top 10 ways of employee management

A manager’s employment job description includes employee management. Companies need to harness the full potential of employees. Employee management is not about employee control but ensuring the workplace is harmonious.

1. Managing staff by being open communication policy

Employment management systems requires you to have an open-door policy. Show genuine concern interest during conversations with employees. Share company information and company targets with employees directly. It will help them feel included in the decision-making process. Encourage employees to give organization feedback.

2. Employee managers need to clear expectations

Job descriptions are not sufficient to describe their workload. One of the ways of how to manage staff is to set clear goals and objectives for the organization. Managers need to ensure the goals are SMART goals.

3. Management staff needs to ensure employee growth

32% of employees quit companies because of the lack of career development opportunities. Employee management requires new challenges and roles that will keep staff motivated.

4. Employee management systems help to improve senses of trust

Trust is a vital factor in employee productivity and motivation. One of the ways on how to supervise employees effectively is trust. Employees must feel you are trustworthy. You need to show that you trust your staff. If they feel you do not trust them, they may become demotivated and perform poorly. Some trust-building measures are:- respect their privacy, stop micromanaging, and stop constant feedback.

5. Reward for good performance employee system

An incentive-based program help to keeping staff motivated. The staff management system should link rewards to employee performance. Rewards motivate them to work harder and improve employee satisfaction levels.

Also Read: Depth of knowledge | A priceless list of tips to succeed

6. Managing personnel involves putting employees before customers

The old saying the “customer is always right”, is not true and can cause problems in the workplace. The staff should feel the employment managers will protect them. Employees should feel they will be backed and protected by you.

7. Managers employment need to conduct regular performance review

A periodic performance review is a tool to manage employees. Always start with a positive point and be concise and specific.

8. Employee managing requires employees to receive the best training

Employees feel intimidated if they have to start working without training. A process of training should be for new and existing employees. Training can be powerful employee management tools. You need to ensure the training is comprehensive and complete. Be sure to measure the effectiveness of the training.

9. An employee manage technique to have an alternate work schedule

Offering your employee a flexible work schedule like split shifts, flexitime, and compressed workweeks to allow employees to balance their work and personal life.

10. Employment managers need to handle disgruntled employees

Disgruntled employees can spoil the atmosphere and dynamics in the workplace. The unhappiness can spread to other departments. You need to interact with the employee and solve the underlying issue.

Also Read: Remote work habits | A comprehensive guide

How to manage employees in remote teams?

If you want to know how to manage an organization with remote teams, you need to have remote team management systems in place. Remote teams come with their own set of challenges which managers need to navigate. Here are some employee management skills that are useful for remote teams,

1. Employees managers need to set expectations clearly

All businesses have expectations. Be clear and concise about your goals with the employee. You need to set expectations about deadlines, work-hours, availability, scheduled meeting, or any other specific requirement about the job description.

2. Set boundaries for better employee control

Remote teams need boundaries is a core employee management concept. This helps the employee to separate their personal and professional life. You need to be mindful that employees may be working in different time zones and work should not intrude into their personal life. Discuss work-schedule with each member. Setting boundaries helps to show you respect their time.

3. Staff managers need to embrace diversity

Cultural obstacles can be a roadblock in remote teams. Misunderstanding can tear a multicultural team apart. Managing employees remotely requires a mindset to celebrate and respect differences and be open to feedback. You need to respect national holidays for a diverse team.

4. Employee manager needs to update their online communication skills

Remote teams can have setbacks because of lack of communication. Managers need to update their online communication skills. Conversations need to be precise, quick, and concise. There are remote collaboration tools to collaborate and communicate effortlessly. 5.

5. Manage staff by helping them when required

It is challenging to address the concerns of each individual in a remote team. You need to solve unexpected problems that can occur in the course of the project. It could be a problem between teammates, or any operational problems. If you wish to deal with employees you need to be available to provide a helping hand when required.

Also Read: How to prioritize task | Everything you must know

How to manage staff effectively during Covid times?

Here are some employee management tips that can help manage staff more effectively during Covid times. You should communicate effectively during crises is critical.

1. Be transparent and empathetic – Frequent communication reduces uncertainty and reinforces the message.
2. Help employees work at home efficiently – Employees need to feel productive while working remotely. You need to be mindful they may need more flexibility. Equipment like headphones and a chair and desk can help productivity.
3. Address concerns for job security – In this climate, most people are worried about their jobs. Leaders need to reassure the team when their jobs are secure. If there are chances of a layoff let them know as soon as possible.
4. Provide plans for the future – Managers need to communicate the plans of the company. Emphasize what is going well and the future goals.

Also Read: Office management | A complete guide

Best employment management software

Employment management software helps human resource managers effectively manage employees. It results in a more productive and engaged workforce. The best employment management software available are,

1. Square – Square is a flexible system that offers a range of HR functionality. The easy-to-use software allows employees to clock in and out of the system. Square has an assortment of integration options available.
2. Hubstaff – Hubstaff has emerged as a popular worker management system. It offers everything you need to manage employee productivity, attendance, scheduling, and payment.
3. unremot virtual watercooler – Virtual watercoolers have emerged as a popular employee managing tool. It allows remote employees to interact in an informal setting. Some of the advantages of virtual watercoolers are helping the staff feel a strong sense of belongingness, boost morale, and find the natural leaders in the team.

Also Read: Cybersecutity during work from home | Critical items that you must know!

Why it is important to have an employee management system?

Employee management systems can eliminate manual processes. It helps save time and money. EMS systems effortlessly maintain employee details safely. It eases the pressure on the business manager and the HR department. Other advantages of an employee management system are higher efficiency, productivity, and motivation.

How do I create an employee management system?

Before you start building an employee management system or EMS, you need to understand it is a system that helps employees keep track of employees and their records. Employee management systems are difficult to build from scratch. Think of the system as a layman, think about what you need from the system and how you would implement the system. Begin implementing the low-level and high-level design.

What are the 3 types of employees?

Employees can be classified into,

1. Engaged employees are passionate and committed to their work.
2. Not engaged employees are fence-sitters. They work well on some days.
3. Actively disengaged employees are unhappy and disinterested in their work.

In an ideal world, all employees will be engaged. Managers need to work on how to manage staff effectively and find ways to get nonengaged employees and disengaged employees excited about their work.

admin

Struggling to engage employees when you are mostly remote? Here is a guide on how to engage employees, along with the best practices. Read on!

How to engage employees?

Businesses around the world know their staff is a vital asset for their organizations. Employee engagement is not easy, and there is no universal solution. Before we begin, let us understand what does employee engagement means?

Employee engagement is a workplace approach that helps the employee understand their role in the organization and how they fit in with the company goals. Employee engagement has emerged as one of the main aspects of a successful organization.

Employee engagement helps employees feel pride in their work and the company. In this blog, we will be let you know how to engage employees? We elaborate on different ways to engage employees.

Also Read: Employee Relations | A comprehensive guide

What is remote employee engagement?

The remote employee is someone who a company employees but does not work in a traditional office setting. They could be working from the local shared workspace, home, a coffee shop, or anywhere from the world.

Remote working has become mainstream and comes with several advantages and the question on how to engage employees has become all the more significant. Organizations have found several challenges in managing remote teams, like the potential of the feeling of isolation. It can impact productivity and employee retention. Your company needs a remote employee engagement strategy.

Remote employee engagement is an emotional commitment your staff has to your organization and its goals. This means they care about their work and company. One of the benefits of virtual employee engagement is higher productivity, and quality, leading to greater customer satisfaction, increased sales, and higher profits.

Also Read: Problem solving activities | Everything you must know

Benefits of formally engaging employees

A conscious questioning of how to engage employees leads to the obvious benefits of team bonding, belongingness, and increased productivity. However, some of the broader benefits of formally engaging employees are,

1. Higher employee satisfaction – Employee satisfaction is paramount. Dissatisfied employees are not enthusiastic about their work and the growth of the company. Keeping employees engaged helps them feel satisfied and feel invested in their company growth.
2. Higher retention and lower turnover – Hiring a new employee is an expensive and time-consuming process. Engaging employees helps to retain top employees and decrease turnover rates
3. Higher productivity – Engage your employees to encourage them to work faster and more efficiently. As per a report published by Gallup, engaged employees are 17% more productive.
4. Increased profitability – Engaged employees work hard and produce quality work. This professional attitude improves customer satisfaction. Satisfied customers are more likely to give referrals.
5. Less absenteeism – Engaged employees are more likely to get the work done. Organizations with higher engagement have a 41% reduction in absenteeism.
6. Increased employee loyalty – Ensuring employees are staying engaged at work will result in greater loyalty towards your business. Employees are brand ambassadors of the company.

Also Read: Voice echoing | A complete guide

Why invest in remote employee engagement activities?

The two components to engaging remote employees,

• Organizational factors
• Managerial factors

But how to keep employees engaged while working from home. There are three themes to engaging employees in the workplace leading to effectively answering the question of how to engage employees,

1. Personal impact – Engaging remote employees is related to impact to acknowledging a job well done and understanding how they fit in the organizational plans. When employees feel engaged, they can shine in their roles. When employees receive positive feedback, they internalize the message and perform better.
2. Trust in leadership – When you engage employees, they trust their organization’s leadership. They believe in the successful future of the company. Employees should have a decent idea about the roadmap of the company.
3. Interpersonal relationship – Staff who have good interpersonal relationships with their supervisors are more likely to have a high engagement level. Engagement activities help colleagues to connect and give a chance to connect. It will help translate to stronger work relationships.

Also Read: Synchronus & asynchronus communication | A complete guide

Psychology of keeping employees engaged

Employee engagement has evolved from management jargon to something critical to HRM. Companies understand that motivating individuals to stay engaged helps them work harder and produce better results.

Companies spend $18 billion on tools to improve employee engagement in the process of answering the critical question of how to engage employees. Years of research on positive psychology have backed up studies that a happier state is required for success.

Many organizations use engagement initiatives like compensation packages, benefits, and perks. These are functional benefits and account for 50% of why an employee stays. The finding by market research firm Chadwick Martin Bailey (CMB) shows that five elements drive employee engagement,

1. Functional benefits
2. Emotional benefits
3. Cultural identity benefits
4. Personal identity benefits
5. Social identity benefits

We can link the last three identity benefits to your staff’s sense of pride, self-esteem, and belonging are more impactful. They helped create a positive feeling and have a more long-lasting effect.

They are more motivated to become advocates and brand ambassadors for your company. It is important to take periodic feedback from your employees to tailor the engagement programs more effectively.

Also Read: Virtual water cooler | A how-to guide for everyone

Challenges in engaging remote employees

By the very nature of their work, the remote workforce feels removed from the central hub of activity. People miss out on lunches, team events, watercooler conversations, and informal interactions with colleagues.

A recent study found 85% of staff wanted a closer interaction with their remote colleagues. Other than detachment, another concern how to keep employees engaged while working from home. Many businesses are not working enough towards employee engagement.

55% of business leaders feel they are transparent. Unfortunately, only 18% of employees agree with their management. When employees feel out of the loop, they are more likely to become disenchanted.

84% of remote employees feel hesitant about voicing their workplace concerns to higher-ups. These communication problems can impact productivity and self-esteem, while also reemphasizing the aspect of this one factor in bolstering the premises of how to engage employees.

Without a mechanism keeping employees engaged while working from home, higher employee turnover is more likely. Failure to engage with the remote team can affect the bottom line. Statistics show disengaged workers cost the US economy a $605 billion loss in productivity.

Also Read: Deep work summary | An ultimate read for best results

Target audience of virtual employee engagement ideas

Virtual employment increased during the Covid-19 pandemic. HR executives had to think of ways to adapt many elements of in-person culture into a virtual experience to find ways on how to engage employees.

Many organizations feel remote employees will be permanent. The management, HR, managers, and remote employees have had to adapt. One of the ways how to engage remote employees,

1. Updating communication strategy – remote employee engagement needs to rethink internal communication methods. You need to evaluate if the present communication methods are adequate.
2. Develop an employee experience task force – Managers need to work on deliberately working on remote employee experience. You need to constantly try engaging staff. Some organizations are having a task force to work around internal communication, people organization, care leadership, etc for all location-specific managers. During teams brainstorm held once a week can help to find the best way to engage employees.
3. Use employee resource group (ERG) – Employee resource group can help build connections and provide resources for different activities. ERG can help organize employee experience initiatives. The ERG can take the lead in keeping employees engaged while working from home that also helps to answer the question of how to engage employees.

Also Read: Depth of knowledge | A priceless list of tips to succeed

Top 10 ways on how to engage employees

Engaging with employees can be challenging. During the pandemic, 88% of companies around the US encouraged or required their employees to work from home. Remote work has changed the way people interact with each other, leading to newer challenges on how to engage employees.

Different engagement activities help give employees a sense of belonging. Employees need to feel a sense of belonging to become innovative. If you want how to improve employee engagement ideas, here are our top ten engagement ideas for remote workers,

1. Virtual hackathons on how to get employees to work

Hackathons are common in the tech industry. Each team in the organization attempt to build a solution for a common theme. Some companies organize an internal hackathon to solve internal problems the team is trying to solve that also helps to answer the question of how to engage employees.

The concept of a hackathon can be modified for non-technical employees where teams compete to solve business problems together that also helps to answer the question of how to engage employees.

2. How to keep employees engaged using constant communication

Communicating clearly with the team is an important part of a manager’s job description that helps to answer the question of how to engage employees. There are several techniques a manager can use besides face-to-face communication. They can send emails, memos, newsletters, and make presentations.

Managers often communicate via training sessions. Managers need to ask questions to ensure their points have been understood. Teams need to know where they fit in in the organization’s overall strategy. Organizations need to encourage open communications, leading to a solution for how to engage employees.

Also Read: Remote work habits | A comprehensive guide

3. ‘You are awesome’ as a channel for virtual employee engagement

You are awesome channel has proved to be some of the most popular virtual employee engagement ideas answering the question of how to engage employees. You can create #you-are-awesome on your communication channel on email or other communication platforms. Team members can use this platform to give a shout-out to their team members.

The shout-outs are flexible can be given between peers, managers, subordinates, and other teams. The concept of #you-are-awesome is pretty simple. Anyone can give a short and clear shout-out by tagging someone. Other people on the channel respond to the praise by using different emojis.

4. Spreadsheet Pixel art creative ways to engage employees

When we think of spreadsheets we think about calculations, databases, and charts. Ideas to engage employees is using spreadsheets can be used to create art and this helps in solving the question of how to engage employees.

The spreadsheet art template is one of the fun engagement activities for remote employees. The game can be collaborative or a competition. This creative way to get engaged is fun “together-time” for you and your team that also helps to answer the question of how to engage employees.

Also Read: How to prioritize task | Everything you must know

5. Training sessions are good engagement activities for remote employees

Remote jobs can be isolating and take a toll on people. Having an online training system and uploading different training modules is a great way to motivate and engage your employees. It is a productive way to remain occupied and increase the knowledge base while also answering the critical question of how to engage employees.

6. Spruce up work from home engagement ideas

You have a considerable saving on providing workstations for your remote employees. Supporting them financially and morally in setting up work from home infrastructure is a great way to answer the question of how to engage employees. You can help pay for their office at home. Your employees will love this work from home engagement idea especially if you provide some equipment.

Also Read: Office management | A complete guide

7. Use multiple-player games for how to bring a team together

Employee engagement ideas don’t have to be limited to work. Multi-player games allow the team to relax and unwind. Multi-layer mobile games are one of the solutions on how to bring a team together. There are several mobile multiple game options like Call of duty: Mobile, Words with friends, and Minecraft. Ask your teammates to suggest their games.

8. Quick casual calls on your staff on how to engage employees

A quick call to your staff to ask how they are doing? What excites them about work? How you can help them in their work? Throw in some casual questions asking about their favorite show on Netflix. Calls from bosses or managers can be nerve-wracking. Occasional casual conservation with your staff can be a positive interaction and also solving the puzzle of how to engage employees.

Also Read: Cybersecutity during work from home | Critical items that you must know!

9. Ted-style talks for how to get employees to work

Ted Talks have become immensely popular. The talks cover a range of topics from leadership, body language, experiences, etc. You can arrange your version of ted talks and ask your team-mates to give their speech.

The ted-style talks can be organized during virtual happy hour is an excellent way for the team to learn more about one another. Some tips to organize your ted talks are,

1. Have each team member showcase a talent baking cookies or a weird experience.
2. Support them in preparing a small slide show. The duration of the talks can be short 10 minutes.
3. Have a short Question and Answer session.

10. Work from home engagement ideas

When you work in physical office teams often celebrate birthdays with cupcakes. In a virtual office, you can use the same concept,

1. 1. You can organize a virtual birthday party by inviting the birthday person to join a video call a few minutes after their teammates have joined the call.
   2. Create a “Happy Birthday Tom” message on Canva share the image on the internal communication channel. Other team members can include a fun memory of Tom. This is can make everyone feel included.

Also Read: How to measure productivity | A how-to guide for everyone

Recent global trends in how to engage people

The recent trends around the world on how to engage employees are,

1. People first culture – At the start of the new decade, companies are looking at a culture-first approach. Organizations have realized the importance of keeping employees engaged. In the people-first approach, companies are looking to emphasize the importance of making each individual in the hierarchy feel respected and cared for.
2. Greater emphasis on work-life balance – There will be a greater emphasis on flexibility. Many jobs today do not require employees to be physically present. This has given options like work-from-home, Flexi office timings, virtual offices, etc. This has proved to be an excellent way to engage employees and has proved to be cost-friendly.
3. Use of AI and ML – Technology has changed dramatically in the last few years. It has seen efficient HR tools being developed. Many organizations are using artificial intelligence and machine learning tools in many work functions including HR. AI tools are helping in stronger communications and personalized actions. These systems are helping managers understand the drivers in productivity.

Also Read: Time blocking | An ultimate read for best results

How to get employees engaged using Unremot watercooler software?

unremot virtual watercooler software is similar to a physical watercooler where employees can reconnect with their colleagues. Our virtual watercooler software is a dedicated virtual room allowing workers to interact with one another and this has proven to be one of the effective ways to answer how to engage employees.

They can send instant messages and emails. One of the ways to ways to engage employees when they work remotely is using a virtual watercooler. Some of the many benefits of our virtual cooler are,

1. Team bonding – Remote employees usually work independently. This can increase the feeling of isolation. The virtual cooler makes it easier for colleagues to bond and work with one another.
2. Ability to spark new ideas – Virtual watercoolers are an excellent forum for unofficial brainstorming sessions.
3. Sense of belonging in employees – Our watercooler provides the opportunity to feel more connected to one another.
4. Recognizing of accomplishments – Virtual watercoolers can be a forum to recognize the achievement of top performers.

admin

Struggling to retain your best resources? If so, there are systemic reasons why employee retention is a challenging task. Learn tips and tricks to tackle it. Read on!

Employee retention

Employee retention indicates the various policies and strategies that enable the retention of a company’s employee for a longer duration of time. When employees leave their job, companies are in a dilemma to fulfill the position and to continue the business as usual. Hence organizations dedicate a considerable amount of time and money to formulate employee retention strategies.

“How to keep employee in your organization for long?”

Offering lucrative salaries, better work-life balance, comfortable work ambiance, and potential growth opportunities are some of the key retention strategies. Besides companies must dedicate special attention to dissatisfaction expressed by employees and ensure acceptable resolution to enable retention in the workplace and resolve retention issues.

Also Read: How to measure productivity | A how-to guide for everyone

What is employee retention?

While answering, “What is employee retention?”; in simpler terms, employee retention can be defined as the adoption of a retention plan to motivate and inspire employees to continue in the organization.

Reducing isolation, fostering learning and growth, and recognizing contribution must be the key focus areas for job retention skills and in employee retention strategy; to be discussed extensively in this employee retention article.

Why retaining employees is a necessity?

Before we move on to find out how to retain good employees, let us first try to understand the necessity of retaining employees. Here are the 3 key reasons why employee retention is of utmost importance,

1. Recruitment is a time-consuming and costly process to shortlist potential candidates, conduct interviews, and induct them into the organization. Once an employee leaves, the company again has to invest effort and money in filling the vacancy; a hurdle in the retention employees programs
2. Employees leaving an organization may join its competitors posing a serious risk to business continuity and information leakage.
3. Employees working for the long term are conversant with the company’s ways of working, norms, and policies than a new joiner.

Also Read: Time blocking | An ultimate read for best results

Benefits of having a good employee retention management

Retention management has several benefits, the key among them are,

1. Employee retention ensures smooth continual of business operations without hurdles of replacing people while executing a critical customer assignment or program
2. Retained employees display much higher dedication and commitment compared to the new employees joining the organization
3. Creative and talented employees turn out to be great leaders and managers in a company; whose contribution eventually leads to greater customer satisfaction and hence following a robust retention strategy is important

Psychology of employee retention

Employee retention policies carry more meaning to them beyond retaining employees in an organization. Retention planning showers respect to an employee’s well-being over and above the professional life. Frequent recognition of a person’s contribution through giveaways, and pay rise aid in talent retention.

The employees gain trust and confidence in leadership through staff retention strategies. Remote employees specifically can overcome the feeling of isolation through employee retention policies. They can look up to the company to achieve their goals in professional lives and go for more and more growth in their future career.

Also Read: Inbox zero | A priceless list of tips to succeed

Challenges faced in staff retention

Staff retention is a worry for the majority of organizations. There are many contributing factors to employee retention dilemmas. We will discuss the top 3 retention problems which may eventually guide you on how to keep employees in your organization.

1. There are a plethora of job opportunities in the market with high-paying salaries. Companies are under pressure to maintain the balance between expenditures and the retention program.
2. The demands from employees are sometimes unrealistic about roles, duties, facilities, job timing, location, etc. Companies struggle to fulfill them in employee retention techniques
3. Job rotation is normally not considered seriously in organizations. It leads to monotony even though you offer higher roles and compensation packages. Hence its needs due focus on an employee retention program.

Metrics of a good employee retention programme

If you want to access the success of your employee retention programme, here are the key metrics to measure,

1. Retention Rate – Aids in evaluating the number of employees staying within a team or department within a given time frame, as part of your retained employment techniques
2. Turnover Rate – Judges how many employees are leaving your team or department within a time duration. Helps in analyzing the health of your team in your retain employee programs.
3. Retention rate of high performers – A very crucial metrics to measure in your retention programs. High performers stimulate the work environment in the right direction
4. New employee satisfaction rate – Captured through surveys, interviews and feedbacks after few months of recruitment. If the rate is low, you need to figure out the gaps to improve employee retention methods.

Also Read: Remote working tools | A comprehensive guide

Best employee retention strategies

Wondering how to increase retention? Here are the best in class employee retention strategies for your guidance to increase retention of an employee. The recommendation is to draft an employee retention strategies ppt to capture all the thoughts along with the retention plan examples,

1. The salary, benefits, and perks provided to the employees along with flexible work hours are some of the best retention strategies to be deployed in a company.
2. Recruiting the right person at the right role is the employee strategy a company must adopt as part of the employee retention mechanism
3. One of the effective employee retention strategies is to provide leaders to your employees and not someone to boss over.

Top 10 ways on how to retain employees?

We will now focus on how to retain employees; the ways and best practices for improving employee retention rates. While designing ways to retain employees, it is recommended to follow the two-factor theory of Herzberg. The two factors one must focus on are Hygiene factor and Motivators.

First step to retain employee is hiring

Studies reveal 80% of employee turnover occurs due to wrong hiring decisions. To retain employee, the stepping stone is to select the right person. Ensure a well-defined interview evaluation process for recruitment; thus compensating your employee retention plans and programs.

It is suggested to question practical situations rather than theoretical queries to judge the experience level of the candidates. This is one of the employee retention best practices companies must follow as part of their recruitment and retention planning and policies.

Retain employment through continual learning programs

Providing opportunities for increasing the competency level of the employees through trainings and continual learning programs is one of the vital ways to retain employment. Ensure you look for both internal and external learning courses and programs as part of your employee retention plan. Achieving growth in a career is the ambition of many employees.

Hence their interest will be to upskill or cross-skill their knowledge. If the company can provide all the requisite knowledge bank and expert guidance, then you can rest assured to increase your workforce retention rate. Besides, providing certifications free of cost can be one of the good ways to ensure employee retention.

Also Read: Home office set up | Everything you must know

Incentives and perks for retained employees

Retained employees are the pillars of a company’s success, especially those who are associated for a considerable time and are high-performers. Therefore retention incentives for employees along with the added benefits and perks must be as per the trending retention best practices and industry standards.

An employee retention policy must constantly evaluate the compensation packages provided to the company’s employees. As part of employee retention practices, surveys can be conducted to collect information on employee satisfaction for the incentives provided. Any dissatisfaction to be handled urgently as part of the employee retention techniques.

Transparency in communication for retention of employee

A company’s top leadership and management play a vital role in the retention of employee. Sharing the company’s vision, mission and objectives frequently must occupy a crucial part in employee retention norms.

You need to ensure employees can raise their concerns and there are listening ears for providing adequate resolutions. There must not be any hidden facts while communicating with the employees. This is one of the prominent retention initiatives adopted by companies nowadays encouraging interactions between the CXOs and the employees.

Also Read: Distributed teams | A complete guide

Robust and evolving retention planning

Retention planning must be provided due importance if you are seriously wondering how to retain employees in an organization. What is a retention plan or what is the retention plan definition? Employee retention starts with hiring and evolves through robust planning.

Create an employee retention plan template for the organization as a whole as well as for the different departments. Circulate the employee retention plan sample following your HR retention policies and procedures.

Ensure to review the recruitment and retention plan at pre-defined intervals and introduce improvisations. Refer to an employee retention plan example of renowned companies. Besides, ensure to draft a separate key employee retention plan especially for your high performers.

Devise a state of the art employee retention strategy

One of the answers to your question on, “how to increase employee retention?” is to devise a state-of-the-art employee retention strategy. Intertwine the recruiting and retention strategies for synergies. Bake in the benefits of excelling both in professional and extra-curricular activities.

Some of the employee retention ideas can be offering corporate gifts, offering holiday vouchers, performance awards and many more. Devise the retention strategies for employees to assist in maintaining steady work and life balance. Improve retention rate by providing a mentor for support and guidance. Embed in the concept of collaboration for better coordination and well-being as part of employee retention culture.

Also Read: Virtual field trips | Critical items that you must know!

Employee welfare programs aid in the retention of employees

One of the crucial success factors in the retention of employees is health insurance benefits. As part of employee recruitment and retention norms, tie-up with a renowned medical insurance company to provide health insurance benefits to your employees. The medical claim processes must be hassle-free.

“Health is Wealth”. Medical expenses are sometimes high and hence employees seek insurance. Better the benefits, greater is your chance to achieve a high retention employee rate. Conduct fitness programs, medical awareness programs, sports competitions and guided health plans for improving retention levels.

Feedback and surveys related to the retention plan

The efficiency of a retention plan depends on its success in deploying employee retention methodologies in the organization. There are various ways to measure the effectiveness of retention plans. Collecting feedback and conducting surveys on the retention plans for employees; are some of the prominent and key ways of measurement.

Accordingly, the retention plan for employees can be re-visited, faults rectified and improvisations introduced. Managing employee retention is an art that starts at the planning stage. It is one of the important employee retention tools that must be properly leveraged for achieving the appropriate results.

Also Read: Video conferencing etiquette | A how-to guide for everyone

High performing talent retention

High performers are an asset to a company; the pillars of success for organizations. Hence talent retention must be provided due attention to retain good employees. Both recruitment and retention strategies are vital for harnessing the right skill in the organization.

Retaining staff who are skilled and talented turns out to be beneficial in the long run. Providing due credit for their contribution and rewarding them for their hard work are some proven talent retention strategies. They help in employee retention and commitment.

Well-defined retention process

The retention process is the end-to-end activities and tasks that need to be performed as part of the employee retention initiative. Embed the employee retention strategies lessons from the best companies into the process. Find out the best employee recruitment and retention policies and practices followed by big companies and incorporate the same into your process.

Never shy away from dedicating subsequent retention efforts while devising the retention processes. If you are truly concerned about how to improve retention, think of innovative ways to motivate employees in your worker retention process. Inspire your employees and make them feel a part of the organization are some of the key elements to be included in the retention processes.

Also Read: Online yoga classes | An ultimate read for best results

Employee retention techniques for remote teams

Employee retention techniques for remote teams need to be slightly different than that of teams physically present in the office premises. Remote employees need special attention to induce motivation since they operate in isolation; a very crucial part of the employee retention procedure. To retain staff working remotely, constant engagement is a necessity.

Frequent casual discussions to retain employees

To retain employee working remotely, the recommendation is to interact with them frequently via audio and video conference calls. Engage in casual and friendly discussions, enquiring about their well-being and health; one of the best remote staff retention ideas adopted by companies.

Guide and support them to help maintain a seamless work-life balance. Assure them of all help in any crisis. Provide them with the contact numbers for any emergency assistance. Appoint mentors to assist them as part of your employee retention guidelines.

Retaining Talent and skilled resources

Retaining talent and skilled resources in a remote mode of employment is a big challenge. You can seldom keep track of them opting for different companies. The more you lose your high performers, you are at risk of lowering customer satisfaction and risk of running the business as usual.

Employee retention norms hence must be strictly followed to increase employee retention, specifically hard-working, dedicated, creative, and talented associates. Offer respectable roles, provide perks and incentives, declare awards and tips for employee, etc. are some of the good retention ideas for successful employees.

Intermingle hiring and retention program

A retention program must be in conjunction with the hiring strategies. Both hiring and retention initiatives need to focus on employing the right talent and skill and retaining for a longer duration. A person who has a history to switch organizations is a risk to the company. Besides the skills of a person must be judged thoroughly during the recruitment process. All your human resources retention strategies will turn out to be futile if the foundation for employment is weak. Some companies provide additional employee hiring and employee retention training programs to their associates for designing better employee retention standards.

Development and growth opportunity – vital retention strategies for employers

One of the suggested and key retention strategies for employers is to guide the remote team in their future growth and career opportunities. Share with them the company’s hierarchical structure and allow them to opt for higher roles; one of the crucial incentive programs for employee retention.

If you are seeking an answer to the question on how to retain staff working remotely, focus on this particular element. Promotions are also another way to help remote employees in achieving their ambitions. Remember, a talented and effective employee will help you to achieve higher productivity and higher revenue than a new joiner.

Balance workload to increase retention

Balancing the workload of remote employees as per their bandwidth and work hours is one of the proven methodologies to increase retention. Burdening a single person with too many activities is the result of poor project planning and management.

Hence to answer the question on how to keep good employees, never ignore the workload factor. Distribute the tasks and activities among the team, calculating the effort required for each and the available working hours. Employee retention management can produce effective results once this aspect is taken care of.

Also Read: How to work from home successfully | A priceless list of tips to succeed

How to improve employee retention during Covid times?

With COVID-19 in full swing, a very big question asked by many companies is – “How to improve employee retention?”. Here are 3 ways of employee retention during the pandemic,

1. Allow them to claim their internet costs and remote connectivity tools and software costs beyond their salary as part of the employment retention norm
2. Conduct multiple mental and physical wellness programs for encouragement and to stay fit and healthy
3. Set up dedicated mentorship programs for team retention; providing guidance and support as and when needed

Employee retention programs examples

Here are some of the key employee retention programs examples for your knowledge. You can leverage the retention plan example of these big companies.

1. Hyatt has devised a “Change the Conversation” training program for its employees encouraging them to find out creative and innovative ways to resolve problems. This enables them to select leaders from their current workforce. The state-of-the-art learning and training initiatives have turned out to be super beneficial in employee retention governance. One of the best employee retention program examples.
2. Mars has introduced 5 principles in its protocol as part of the retention employment drive and employee retention program. Freedom, quality, efficiency, responsibility, and mutuality are its driving elements across the organization. This particular initiative for retention of employment led to a turnover of only 5%. Employees work for years after years leading to a successful human resources retention program.

Also Read: Trust remote teams | A comprehensive guide

Use unremot watercooler software for employee retention

unremot virtual watercooler is one of the best software for employee retention especially for those who are working remotely. Employees can go for social interactions even though not being present face to face in the office. You can create a virtual watercooler corner, add your teammates and start chatting.

This assists in social connections beyond work hours or normal daily activities. People can discuss hobbies and interests, play games, conduct quizzes or riddles. Employees can discuss both their professional and personal issues for guidance and support.

admin

A comprehensive guide on people analytics and its significance in creating a productive organization. Read on!

People Analytics

The changing business environment requires organizations to modify decisions to suit the changes. Businesses today have a large amount of workforce data that they can use, but merely having the data does not guarantee success.

You need to analyze the data to determine the root cause of the problem, plan appropriate corrective actions, and predict future developments. People analytics helps managers and senior management unlock the data, increase rigor, reduce bias, and improve performance.

In this blog, we attempt to explain what is people analytics? How managers use analytics to make decisions? How can data analytics improve the measurement of employee’s performance? Various tools you can use for HR metrics and analytics.

Also Read: Welcome to the team | A how-to guide for everyone

What is people analytics?

If you want to know what is people analytics? People analytics is defined as the practice of collecting and transforming HR data and organizing the data to get insights to improve business processes. The information is presented in graphical representation, charts, and visualization to answer questions using HR extraction tools.

HR Analytics

HR Analytics is the process of measuring the impact of measuring human resources metrics example, time to hire. HR analytics helps to solve human resources problems.

Talent analytics

Talent analytics are statistics and technology applied to a large set of people to make better organizational and operational decisions. Talent analytics uses BI tools and systems to create a detailed holistic using human resource data of an organization.

People analytics

People analytics is a process where HR leaders use statistical practices, technology, and their expertise to large sets of business and employee data. People analytics helps in decision-making and helps to show ways for competitive talent and people investment.

Also Read: Problem solving activities | Everything you must know

The key human resources problem defined

Human resource professionals now hold a strategic position in a company’s core team. These are some of the top human resources problems,

1. Finding and landing high-quality talent – According to HR professionals recruiting and hiring is a critical challenge. HR managers found hiring quality candidates very challenging.
2. The revolving door of talent – The World Health Organization has defined burnout as workplace stress that has been unsuccessfully managed. HR managers struggle to retain talent.
3. Developing the next generation of leaders – Businesses spent money on training and developing new leaders for their firm. The scarcity of talent and the costs of training and retaining talent make companies focus on in-house talent.
4. Finding Resources for workforce development – Large organizations spend a lot on workforce development. Investing in your team helps in loyalty.
5. Achieving Diversity with Inclusion – Workplace bias can be conscious and unconscious. It can hamper the hiring, development, and promotion of underrepresented groups. HR has to focus on diversity and create a culture of inclusion in the firm. People analytics can reduce bias.

Also Read: Voice echoing | A complete guide

What to do when HR is the problem?

Organizations can have various problems due to HR like,

1. Attrition
2. Wellness
3. Productivity
4. Training

These problems can lead to a higher turnover ratio and low motivation and productivity levels. HR measurements used in people analytics can improve employee engagement, retention, employee wellness, productivity, employee experience, and work culture.

Also Read: Synchronus & asynchronus communication | A complete guide

Why HR analytics is needed?

The benefits of HR analytics are,

1. Improved hiring decisions – human capital analytics helps HR makes better choices based on historical data.
2. Reduce talent scarcity – HR data analysts can help to find the ideal candidate for the position. The people analytics helps to make the hiring process more efficient.
3. Process improvement – Once a firm has sufficient HR data experts can come up with statistics and patterns. The hiring manager will learn where candidates are required.
4. Good training – HR analytics help to identify gaps in training. The analysis also helps to analyze if the candidate is utilizing the training received.
5. Better insight – Human resources analysis helps to track the professional lives of their staff. The data helps provide insights about employees and find strategies to boost morale, retention, and engagement.
6. Attrition – HR analytics tools help the company learn why employees leave or stay. The results help to find gaps where employees find it difficult to perform optimally.
7. Improved employee experience – It helps to improve the recruitment process and improve the brand image.
8. More productive workforce- Analytics helps to hire better candidates, improve HR policies and training. These measures result in a more productive workforce.

Also Read: Virtual water cooler | A how-to guide for everyone

Key HR and people management definition

Here’s a quick definition of some of the key people analytics terminologies,

Human Capital Analytics

Human capital analytics is the process of understanding how to use the power of human capital to transform businesses by using logic. The analytical processes are applied to the HR department to improve employee performance and get a better return on investment.

Talent analytics

Talent analytics is an analytics platform that produces insight into the workforce- potential hiring pool and existing team members. We use these insights to create a better understanding of the strengths of employees and potential employees. We can understand employee weaknesses, strengths and how these can be improved.

Workforce analytics

Workforce analytics is the process of using data-based intelligence to improve and enhance decision-making capability. Workforce analytics help decision-makers to make better decisions by accessing information.

Also Read: Deep work summary | An ultimate read for best results

Predictive HR Analytics

Predictive HR analytics analyzes historical data to forecast the future. In human analytics data, is collected and analyzed to report what is working and what required improvement. We use predictive HR analytics to make future predictions about employees or HR initiatives.

We use advanced statistical techniques to create algorithm models to identify trends and future behaviors. These models can help companies to describe risks and opportunities for long-term decision-making. Some predictive HR Analytics include,

• Turnover
• Organizational performance.

Human analytics

Human analytics has been defined as the identification and qualifications of people drivers of business outcome or a data-driven approach to human resource management. Analytics today allow HR professionals to make data-driven decisions. It helps to test the effectiveness of HR policies and different interventions. Analytics has allowed the HR department to become a strategic partner in the company’s growth.

Work analysis definition

Work analysis definition is the process used to understand what jobs are vital, how they are performed, and what qualities help carry them out successfully. During the study, information about the incumbent, the nature and condition at work, and the qualifications required are collected. Work analysis helps organizations understand which candidate is best suited for the job.

Also Read: Depth of knowledge | A priceless list of tips to succeed

HR metrics definition

HR metrics definition is the measure used to determine the effectiveness of HR initiatives like turnover, training, return on human capital, cost of labor, and expenses per employee. It helps to improve the organizational function and internal temperature.

Human resources metrics examples

HR metrics help demonstrate the effectiveness of different HR responsibilities and initiatives like hiring, employee retention, training, and labor costs. Human resources use these findings to improve their efficiency and prove their effectiveness to the upper management. Examples of human resource metrics are,

1. Time to hire – This measures the average length of time required for hiring a candidate from the time posting the requirements to the candidate accepting the job offer.
2. Cost per hire – This calculates the cost required to hire a candidate. It includes parameters such as recruiter’s time, the costs of listing a job on third-party websites, the time required to shortlist candidates, interviews, etc.
3. Employee turnover – Every organization wants a low employee turnover rate. If you have a high employee turnover, you will have to spend resources to hire new candidates. You may need to evaluate your recruitment process.
4. Revenue per employee – This calculates the revenue per employee. The total revenue earned by the company is divided by the number of employees.
5. Billable hours per employee – Billable hours may not apply to every business.
6. Absenteeism – Absenteeism is the amount of time your employee is absent from work (vacation, sick day, etc.) for some reason. The metric for absenteeism is a percentage of the total number of working days.
7. Cost of HR per employee – Hiring, training, and managing a team costs money. This looks at the HR expenditure of the company.
8. Employee engagement – Employee engagement is difficult to calculate since there are no financial records. It involves taking a survey.
9. Cost of training per employee – When you recruit a candidate, you need to spend on training, supply them with equipment, and they may need supervision for some time.
10. Diversity/EEOC numbers – Diversity includes race, ethnicity, sex, job type, and salary. Your company may be required to file this with the Employment Opportunity Commission.

Human resource matrix

A human resource matrix is beneficial for organizations where employees are reporting to more than one channel or multiple leaders. You use the matrix structure when mid-level executives collaborate with employees in different teams or when you cannot achieve coordination through organic or informal methods.

Clearly defining channels of communications helps work to go through without hiccups. The human resource matrix helps to ensure the project does not stall in single-approver bottlenecks. It ensures smooth interactions with cross-functional management.

Also Read: Remote work habits | A comprehensive guide

HR analytics examples and uses in organizations

Most companies already have data that is routinely collected. Raw data on its own is not useful. Once you organize the raw data can provide actionable insights about your organization. With data-backed evidence, your company can focus on improvements and plans for the future. Here are some examples of HR metrics employment analytic,

Human resource analytics and employee turnover

When employees leave a company, you need to analyze why they left? There may be reports or data on individual situations, but there may be no way of knowing if this translates to a trend. Turnovers are costly in terms of time, profits, and organizations need insights to prevent turnover from turning into a problem. Human resource analytics can,

1. Collect and analyze past data on turnover to identify trends and patterns why employees quit.
2. Collect data on employee behavior on parameters like productivity and engagement to understand the correct status of employees.
3. Correlate both types of data to determine factors that increase turnover.
4. Create a predictive model to track and flag employees who may quit.
5. Develop strategies to improve engagement levels and work environment.

HR data analytics and recruitment

You need to hire the candidate with the right skill and attributes, who can match the organizational work culture and work efficiently. Sifting through 1000 resumes can be time-consuming. big data in HR analytics in HR work can help,

1. Collect candidate data from multiple sources.
2. Gain insight about the candidate to determine if they will be a cultural and development fit.
3. Select candidates with attributes that are similar to the top-performing employees.
4. Avoid habitual bias and ensure equal opportunities for all candidates.
5. Provide metrics on how long does it take to hire candidates to help departments to be better prepared.

HR analytics training example

Most businesses have an ongoing professional development program to attract and retain quality staff. Implementing an employee development program will show you are interested in helping employees reach their potential and motivate employees to learn new skills. HR analytics can,

1. Help identify the best training solution for an individual.
2. Analyze the effectiveness of the training course.
3. Understand the number of candidates using training solutions.
4. Calculate training costs and costs saved after training.

Also Read: How to prioritize task | Everything you must know

How do people analytics work?

HR analytics has several components,

1. To gain the problem-solving insights that HR analytics data must be first be collected.
2. The data was monitored and measured against other data (historical data, averages, etc.).
3. Identify trends or patterns.
4. Apply insight to organization data

Step 1: Data collection in human resources analytics

Collecting and tracking high-quality human resources data. The data needs to be obtained and capable of being integrated into the reporting system. There could be a data collection system in places like learning and development systems, or the latest data collection methods such as cloud-based systems, mobile devices, or wearable systems.

The data should be such that it can be aggregated i.e. you should be able to sort and organize the data for further analysis. Some of the data collected are,

1. Employee profiles
2. Performance
3. Data on high-performers and low-performers
4. Salary and promotion history
5. Demographic data
6. On-boarding
7. Training
8. Engagement
9. Retention
10. Turnover
11. Absenteeism

Step 2: Measurements – HR metrics and analytics

At the measurement stage, we begin HR metrics i.e process of continuous measurement and comparison. During the HR analytics, data is compared against historical norms or organizational standards. You need to ensure continuous data is feed over a period. The key metrics that monitored are,

1. Operational performance:- Data is collected and compare to understand various HR parameters such as turnover, absenteeism, and recruitment outcomes.
2. Operations:- Data is monitored to determine the effectiveness and efficiency of daily HR operations.
3. Process optimization:- This combines data from operations metrics and organizational performance to pinpoint where the improvements can be made.

Step 3: Human resources analysis

In this stage review results to form human resource metrics identify trends and patterns. There are different human analytics methods used depending on the outcomes. The analytics typically used are,

1. Descriptive analytics focuses on historical data to understand what can be improved presently.
2. Prescriptive analytics utilizes different statistical models to analyze historical data to predict risks and opportunities.
3. Predictive analytics uses the results of the prescriptive analysis for further analysis to predict the consequences of the forecasted outcomes.

Typical analytics are,

• Time to hire
• Turnover
• Absenteeism

Step 4: Human resource data application

After human resource analysis, the results are used as insights for decision-making. Some typical HR analytics examples are,

1. Time to hire – if the findings indicated the time required for hiring is too long because a job application is found to be problematic. Businesses can modify the job application process based on the findings.
2. Turnover – Understanding why employees leave while let you make concrete decisions to prevent or reduce turnovers from occurring.
3. Absenteeism – Finding the reason for long-term absenteeism helps firms develop strategies to improve factors such as work environment or employee engagement.

Also Read: Office management | A complete guide

Case study: Google people analytics

Google started working on people analytics long before it became mainstream. Google people analytics team spent a decade studying various parameters (leadership to productivity) in their organization. These insights helped to understand how their manpower operated daily and develop Google’s human resources strategy.

When the project began in 2008 it was called ‘Project Oxygen” and gradually developed into a strategy shaping the way Google-operated. Project Oxygen was conceived to find out what successful project managers do.

The people operation team at Google used productivity data and employee feedback to determine employee behavior and skills. Parameters such as performance ratings and employee feedback were analyzed and compared with productivity metrics to study the impact of different leadership styles on productivity and employee engagement.

Google used the findings to define Google’s human resources practices and create “Oxygen 10 Behaviors for Great Managers”. The manual was used to select and train potential leaders.

After the success of Project Oxygen, Google human resources analytics team conducted similar research to discover the secret of effective teams within the company. Project Aristotle used HR data management with human experience to assess team leadership, cohesion, and qualitative factors. Some of the findings people analytics Google helped to define,

1. Psychological safety
2. Dependability
3. Structure and Clarity
4. Meaning
5. Impact

Google HR strategies definition integrated people analytics became part of their ecosystem.

Also Read: Cybersecutity during work from home | Critical items that you must know!

HR analytics tools and software

Managers need HR predictive analytics tools if they want to do HR analytics jobs. Some of the best HR analytics tools and software available are,

1. R is a popular tool used in HR data analytics. R is used for statistical analysis and visualization. The program is ideal for exploring large datasets. R Studio is IDE (Integrated Development Environment) is more friendly software with additional functionality.
2. Python – Python is ideally suited for HR predictive analytics. Python IDE used are PyCharm and Spyder. Python is easy to use and learn.
3. Excel – Excel is a basic analytical tool and is intuitive. When you use data it usually comes in CSV files and can be easily opened in Excel. Pivot tables are ideal for data visualization. HR professionals still love using excel for HR analytics.
4. unremot virtual watercooler –Unremot virtual water cooler is used to improve employee engagement and team bonding. After implementation, you can study if the human resource matrix and human resource analytics have improved.

admin