HR Trends Archives

Unleashing The Potential Of HR Analytics 2023

HR Analytics, which harnesses the power of data-driven insight, has become highly imperative for decision-making, employee engagement, talent management, productivity requirements, and performance management.

Because of this, McKinsey has claimed that artificial intelligence and other sophisticated analytics will enable $9.5 trillion to $15.4 trillion in yearly revenue. In the global platform, thereby, business goals are increasingly including HR analytics.

Although HR (or people) analytics have been discussed and written about extensively, most people still find them to be vague. This blog will explore the possibilities of people analytics, and walk you through all the procedures required to properly introduce and implement HR analytics. Lastly, given the importance of people analytics to HR, the blog will also narrate the required skills to be learned by HR data scientists. Executives, HR, and analytics experts are all part of the target audience.

What is HR Analytics?

HR analytics involves compiling, examining, and summarising HR data. It is also referred to as people analytics, talent analytics, or workforce analytics. Being a human resources management strategy, it helps your company to analyze data to determine the effect of a variety of HR KPIs on overall business performance.

Analytics in HR is a relatively new tool. This indicates that it has not been extensively studied in scholarly literature. Heuvel & Bondarouk’s 2016 definition of scientific HR analytics is the most well-known– “the systematic identification and quantification of the people drivers of business outcomes.”

The Driving Forces Behind Analytical Approach

Every organization aims to solve a particular set of people’s challenges. People analytics entails turning these issues into a clearly stated set of goals and/or measurements that can then be linked to what the organization already knows and would want to know about its personnel. Having said this, let’s explore the varied reasons that are alluring companies to approach HR Analytics.

Investment Analysis

HR and its connections to business outcomes are exceedingly challenging to measure. There is no immediate cause and effect in this situation.

On the other hand, CEOs want to see the results of their efforts to improve HR and talent. And in doing so, boards generally seek more human capital reporting in the following key metrics:

- Overall turnover rate
- Engagement/culture rates, and
- Diversity rate

According to PWC, additional significant disclosure patterns comprised:

- employee lifecycle
- employee demographics
- total incentives, and
- safety.
- Although HR analytics does not take the “traditional ROI form,” it still greatly aids by demonstrating the advantages to a business.

Cost Reduction

Change is more readily accepted, especially in businesses that are not as cost-effective as they should be.

In these situations, the CEO will typically approach the HR manager with an unpleasant task: increasing profitability or lowering the amount of personnel expense. When resolving this problem, a combination of analytical thinking and more conventional HR procedures is beneficial.

Competitive Edge

Workforce analytics is viewed as a cutting-edge strategy in contexts where empirical decisions produce superior results. This, then, enables the identification of top personnel and influences the environment in which they perform well.

According to Ferrar in his book The Power of People, “Workforce analytics is considered as one piece of an overall analytical mindset characterizing the organization.”

Beginning With HR Analytics: Five Simple Steps

People analytics have extensive potential to influence the functioning of HR, the approach towards employees, and the improvement of business outcomes. But to set sail?

There are seven steps to begin people analytics, according to David Green. We at Juntrax Solutions have come to a five-step conclusion.

✅ Firstly, question this- What issues are causing your CEO and board of directors the most sleepless nights?

Effective people analytics teams address business issues as opposed to HR problems. To answer this, consider risk, customer and employee retention, product quality, and sales productivity. This means that a key component of effective HR analytics is understanding the company.

✅ Secondly, question this– Which employees are most likely to advance and take on leadership roles?

Simple statistics can be used to provide an answer to this query. This makes it easier to quantify the connections between employee performance and organizational results.

✅ Thirdly, grow by learning. There is a wealth of information and instances accessible that can motivate you, deepen your understanding, and ultimately speed up your HR analytics journey. Try out various solutions before settling on one.

✅ Fourthly, start small and concentrate on a quick victory. Avoid being overly ambitious too soon. Getting an early win not only boosts the popularity of people analytics inside your organization but also raises your chances of eventually getting a greater budget.

✅ lastly, bid adieu to all hassles by overcoming the team’s aversion to receiving access to information other than HR data and demonstrating interest in finding solutions to real business challenges.

What qualities do successful HR data analysts require?

The head of people analytics, often known as the people-science team or workforce analytics department, is the chief advocate for data-driven decision-making and makes sure that its application consistently generates benefits for the company. The work is unquestionably multifaceted and calls for the wearing of several ‘hats’.

One must exhibit the following qualities to make business executives completely understand the significance and ramifications of outcomes:

- Great data science skills
- Active listener
- Consulting Capabilities
- Non-technical communicator
- Human Resource
- Work Psychology
- Story-telling
- Stakeholder management to support the analytics project by bringing everyone together

Plus, HR Analysts should also have a vision and a mission.

Conclusion

Strong HR analytics are in demand from senior executives for reasons other than just sales or profit. In fact, the growth of HR analytics is sometimes motivated by the goal to build a better workplace where businesses are deserving of the loyalty, trust, and support of their employees.

Importance of Organizational Behaviour

The Importance of Organizational behavior-Introduction

The Importance of Organizational behavior has been a part of workspace and HR discussions in the contemporary setting. It reflects how the employees conduct themselves personally and professionally in a workspace. The internal work dynamics and equations that employees share with each other, their managers, and their company play a major role in carving the success of the organization.

Good organizational behavior is essential to understand the nature of the employees and motivate required changes positively. It sets the foundation of trust, communication, and collaboration in the organization.

Importance Of Organizational Behavior

As discussed earlier, organizational behavior directly affects the work environment. It drives the company dynamics effectively both internally and externally.

Given below are some reasons that highlight the significance of organizational behavior-

Skill Enhancement

A workspace with decorum and mutual respect promotes an environment of professional growth for employees. Managers can study the of all their employees and accordingly come up with activities, workshops, and upskilling ideas for them.

It promotes their ability to learn more, assess their skills, and utilize their knowledge for better productivity.

You may also like to read : Ways to make your Workforce more Adaptable

Assessing the consumer behavior

With a well-organized work structure, a company can build a firm grasp over its customers. They can pay attention to the needs, feedback, and experience of their buyer and work towards building a better seller-consumer relationship. It also increases their overall sales and leads to a hike in their profitability.

Employee Motivation

Organizational behavior directly reflects the motivation that drives the team to achieve their goals and efficiently complete the work assigned to them. Managers can assess this behavior and accordingly come up with incentives that stimulate more employee dedication towards the company.

Assessing Employee Nature

Organizational behaviour speaks a lot about the nature of an employee. This in turn helps the HR communicate better with the employee depending upon their introvert, extrovert, motivated, or lazy personality.

Planning Organizational Events

Studying organizational behavior at a workspace allows the company to plan events that are required for the team to function in a more coordinated and efficient manner. From monthly team meetups to individual follow-up sessions or group exercises, managers can come up with better schedules and ideas, once they are aware of the organizational behavior at their office.

Better Work Environment

Organizational behavior helps in creating a professional and ethical workspace for every member of the office. It influences the newcomers and motivates the current staff to follow decorum and do their part in maintaining an ethical work environment.

You may also like to read : Why HR Management System is beneficial for an Organization

Better Resource Utilization

So far, we have established that organizational behavior allows the manager to get an insight into the work style and approach of an employee. Admins can use their insight to allocate resources to the employees and provide them proper assistance for optimum resource utilization and better results.

Impact of Organizational Behavior

Organizational behavior has many positive impacts on a workspace. Some of these impacts are-

High Morale

Every individual working in a company has a unique experience and brings different skills to the table. Prominent companies all around the globe use organizational behavior to facilitate their employees with tools and assistance that help them polish their potential and yield better results. Creating a work structure where the uniqueness of every employee is celebrated, empowers the company to streamline talent and encourage employees to take charge and build a diverse yet synchronized work environment.

Work Performance

Some employees might bring in a positive and vibrant attitude to the workspace, while others might inculcate negativity through rudeness. In any case, the organizational structure would render the dynamics of the office. Admins can detect the changes through a potential change in the work productivity and cooperation of the employees. Work performance is therefore directly linked with organizational behavior.

Comfortable workspace

A well-maintained workspace is not just a result of harmony and work ethics. The density of an office also plays a major role. The ratio of space to employees must be kept in mind while hiring employees and planning the office formation. Openness is another factor that must be kept in mind. An open workspace with a soothing ambiance promotes the feeling of calmness and therefore creates a peaceful environment.

Conclusion

An organized business fosters work efficiency and productivity for the entire work structure. It leads to smooth administration and functioning on all levels of the organization. It also boosts the profits of the business and helps it attain a stunning image in the industry.

Every employee dreams of working at a company where they are equally appreciated and given a chance to grow both personally and professionally. Organizational behavior aligns these expectations with company ethics and administration. Once an enterprise starts paying attention to its organizational behavior and work towards improving it, nothing can stand in its way of gaining success, respect, and great productivity.

Top 10 HR Trends in 2021

Top 10 HR Trends in 2021 – Introduction

HR Trends are a dynamic phenomenon that evolves and adjusts with time and situation. The Covid19 pandemic was one such situation that required monumental changes in the work structure and settings of the corporate industry.

It immensely affected the ways in which management was carried on and led to numerous changes that redefined the methods and manners of work.

In this article, we will go through the top 10 HR trends 2021 that have sustained industries and kept them on track.

Top 10 HR Trends in 2021

The top HR Trends in 2021 are given below

Work from home

The trend of working from home is not entirely new, but with the lockdowns all over the globe, it became a necessity. Work from home was an optional work method before it became a requirement for companies to stay on track.

Remote working became the central factor for planning the entire management and policy formation of the company.

Rethinking HR

We have already established that the work from home structure caused many changes in the arrangement and dynamics of the company. It also led to a change in the way HR was designed to approach employee problems and monitor them.

From Recruitment to on-boarding, every process was transformed and HR reinvented practices like meetings, coordination, monitoring, and feedback, in order to adjust to the situation and the digital work format.

Reinventing the employee experience

From newly hired employees to old staff, with the entire redesigned work structure, the employee experience has immensely changed. HR managers have been working to compensate for the absence of offline interactions and team bonding by creating a comfortable virtual office experience.

Unlike the traditional HR approach, the new HR trend is all about focusing on employee satisfaction in terms of their work-life balance and mental well-being along with their professional work graph.

You might also like to read : The Future of Recruitment

Skill development and training

Companies are looking forward to hiring individuals who will prove to be beneficial for their growth in the longer run. Pertaining to the same idea, another remarkable HR trend is to constantly update the professional quotient of employees by organizing skill development training and seminars.

Upskilling is a great tool to ensure higher productivity and better working of an enterprise. With the Covid 19 pandemic, this need has become more important than ever.

Perennials: stepping beyond generational boundaries

Companies approached their employees with different strategies for individuals belonging to different generations. But the recent HR trends focus on creating a common approach towards the “perennials”.

Perennials refer to a group of people who come from different ages and backgrounds and step beyond the stereotypes associated with them. They make connections with the world around them and engage with their surroundings in an active manner.

Researches have proved that the generational differences with respect to people’s views on their work and life are not as rigid as it was presumed to be. This has created a space for open-minded thinking and a dynamic engagement with ideas and innovation.

You might also like to read : Top HR Trends That Will Rule in 2021 and Beyond!

HR as the torchbearer

With the shift of office culture from offline office space to remote work from home setup, HR evolved as the connecting link between employees and the company. Right from hiring employees, to monitoring their work progress, entertaining their grievances, and formulating a productive work environment, HR has been on the frontline.

They have been looking after the technical aspects of the business along with assisting employees with their mental and personal well-being. This shift from being one of the many office management departments to being the most essential unit upholding the business is a result of the pandemic.

Automation and Digitization

HR has transformed its work style from manual to automated. With HR software like Juntrax by Juntrax solutions, one of the most remarkable HR trends in 2021 is digitization and automation. This trend has proved to be useful in saving time, adding accuracy, and reducing the complexities of handling large amounts of data.

It has also added to the company’s efficiency and presented options like employee self-service and flexible access to both employees and the manager.

You might also like to read : 5 Ways To Overcome Challenges Of Remote Work

Personalization and Job Crafting

The work-from-home setup has allowed employees to personalize their work style and environment. Right from arranging their remote workspace to adjusting their office hours, they have stepped outside the traditional bubble of predefined work structure. A similar approach can be detected in the way they work on their projects and handle technical responsibilities.

This is where job crafting comes into the picture. Job crafting empowers the employee to improve their job by working on five different factors. These factors are –

Tasks
Skills
Purpose
Relations
Wellbeing

Acing work analytics

Analytics is amongst the most discussed topics across the corporate industry. The main reason for analytics gaining importance is its relevance and contribution in guiding business ventures.

It allows the manager to assess what data is essential and accordingly conduct a directional assessment that will add value to the performance and planning of the company. Value-based data also serves as a great tool in encountering problems and complications suffered by a particular company or an entire industry as a whole.

Purpose-driven planning

Purpose is the ultimate motivation and guide to reach the destination of success. While many employers are skeptical about employee productivity from a work-from-home setup, a purpose-driven work structure proves to be the best solution. It allows the employee and the employer to have a clear goal. It motivates them to work on the goal and reduces chaos and confusion concerning their roles and responsibilities.

Conclusion

While some of the Top 10 HR Trends in 2021, have been there in the industry, most of them have recently gained prominence as a result of the pandemic. These trends have worked as a coping mechanism for companies to work their way through the pandemic and sustain their business.

Crafted by Aditi Srivastava

Optimised by Ayush Shukla

What is Sabbatical Leave?

The meaning of “Sabbatical” derives from the Hebrew word “Sabbath” – the day of the week set aside for rest during which time no work may be done.

A sabbatical is a time period of paid or unpaid leave that is granted to an employee if they need to study, travel, or engage in an essential activity for a certain amount of time. This period of time off from work is very common in the case of higher education settings like academic organizations.

This leave is usually granted after five to seven years of services, depending upon the policies of the company. During this period of Sabbatical Leave, the employee is still a part of the company and their job remains safe with them. However, the monetary benefits may vary as per the regulations of the organization.

34 of the “100 Best Workplaces in Europe” offer paid sabbaticals. Source: Great Places to Work Institute.

What does Sabbatical mean?

Sabbatical refers to a period of leave from work. When an employee takes a sabbatical leave they get to stay off duty for a certain declared amount of time. During this leave duration, they are still employed in the company (or organization) but they are not expected to fulfill their normal work and duties.

This leave can be taken by employees for various reasons like pursuing a degree, travelling, or any such activity which requires them to take absolute leave from work, for a certain amount of time.

How long is a Sabbatical?

The duration of a Sabbatical Leave depends upon the requirement of the employee and the regulations of the organization. These leaves can range anywhere between 2 months to 2 years. However, in the case of paid leaves, the duration is restricted to a few days whereas in the case of unpaid leave the duration is comparatively longer.

How does Sabbatical work?

A sabbatical leave is not commonly granted to every employee of the company or the organization. Only employees who have served the company for more than five years qualify to request a this leave. However, the time of service required to entitle the employee to apply for it might vary from one organization to another, depending upon their policies.

In order to avail their leave, the qualified employee is required to present an application to the company in a way that gives them at least three months of prior notice. In some companies, the time for a prior application might even be six to eight months.

Once the application reaches the admin, they check the criteria of qualification, current work status of their company, and their action plan in the absence of their employee, before approving it.

You can also learn about What is CTC in Salary

There are companies that grant paid sabbatical leaves to their employees. Some companies allow leave up to four weeks, to their employees. If they have been serving the company for more than five years. There are also a few companies which offer up to six-months of leave or an entire year depending upon their policies and the requirement of their employee.

In order to prepare for the absence of the employee, the companies either look for their temporary substitutes or divide the work amongst other employees to cover for the projects and tasks of the employee.

Some organizations grant sabbaticals only within a certain period since the employee becomes eligible to take a sabbatical while some organizations require the employee to sign a commitment contract for a specific period after they return from the break.

You can also learn about What is Flexible Benefit Plan – FBP

Is Sabbatical Leave paid or unpaid?

The payment factor of a sabbatical leave is entirely up to the decision of the enterprise. Some companies grant paid leaves to their employees while some prefer unpaid leaves. In some organizations, the past work, contribution and a work report of the employee play a major role in deciding whether or not the leave will be a paid one.

Benefits of a Sabbatical

Professional Growth

These leaves are a great option for employees to safeguard their jobs and invest their time in pursuing courses which enhance their portfolio and professional outlook.

Creative getaway

For an employee who has been professionally devoted for years, it serves as a deserving getaway. It allows the employee to relax and live sometime off the corporate hustle. This also rejuvenates them for future ventures and gives them detox from the constant pressure of work life.

Sabbatical Leave Policy

Sabbatical Leave Policies vary from one company to another. Each organization declares its criteria from eligibility to convenience and benefits for the employee applying for a leave.

Here are some of the highlights of a Sabbatical leave policy :

Reason for the leave

Consider a company A and another company B. A allows its employees to avail sabbatical leave for two specific reasons – health and education. The company does not have any restrictions for the reason for the leave. From vacationing, a world tour to educational purposes, company B allows its employees to avail sabbatical leave.

Period of Service

Another instance where the policies vary can be in the terms of the eligibility criteria for an employee to apply for the sabbatical leave. In some companies, the minimum time of work devoted to the company should be three years while some companies require a time period of five or more years.

Monetary benefits

Some enterprises and institutions allow their employees to avail a paid sabbatical leave. While a few companies process a fraction of the regular salary in the employee’s account, there are many companies which provide the full amount or simply grant a non-paid sabbatical leave.

Future Commitments

A very important factor of Sabbatical leave policy is the future commitment that the employee makes to the company. Depending upon the company’s set of regulations, they require the employee to sign legal papers where they commit a stipulated time period of work after they return from their sabbatical leave.

If you wish to introduce a Sabbatical Leave Policy for your employees, you must ensure that you present a detailed set of information for them. You must start with explaining your company’s understanding and your take on it and further highlight the eligibility criteria and commitment you require from the employees.

Paid vs Unpaid Sabbatical leave

Paid Sabbatical leave	Unpaid Sabbatical leave
Paid Sabbatical leave is granted to employees who have served the company for a duration of five to seven years.	Unpaid Sabbatical leave can be availed by employees even if they have served the company for a period of two years.
It include an element of commitment to the company for a stipulated period of time after the employee’s leave comes to an end.	Unpaid leave does not include an element of paperwork and future commitment.
Companies usually grant paid leaves only for certain purposes like pursuing an educational degree or health conditions.	Unpaid leaves are usually more lenient and can be availed for purposes like long vacations and world tours.

Sabbatical Fact — Source: www.opodo.co.uk

Conclusion

Sabbatical Leave is a great way of allowing an employee to pursue their aspirations and take a leave from their regular work schedule. It also allows the enterprise to evaluate and manage work distribution in the absence of their experienced employees.