Attrition, detection of high potentials, HR onboarding: concrete cases of HR data use

The companies with the lowest attrition rates are those that have successfully deployed employee-friendly HR processes. From recruitment to retirement and internal mobility, these companies have been able to anticipate and control HR data for the benefit of talent management and career plans. If the primary goal is to improve well-being at work, the ultimate goal is to increase productivity and the number of customers. HR onboarding, the proper integration of any new employee, can yield quick results if it is conducted seriously. Here’s how HR data can support traditional business processes.

HR Strategy

What are the main uses of HR data in business?

Data applied to human resources allows the analysis of personal data of all the company’s employees. This is information about employees’ skills and career paths. HR data can be used to integrate hard and soft skills, identify competencies, forecast departures and assess tensions in certain functions, in order to define a productivity development strategy. HR will then have several levers at their disposal: improving recruitment, optimizing talent management, increasing internal mobility, or strengthening employees within the company.e.

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Optimize recruitment processes

Hyper-connectivity technologies provide HR departments with powerful tools to improve recruitment processes through comprehensive data analysis. Automatic pre-selection of resumes based on relevant criteria, instant messaging for a first contact on a professional network or recurring and attractive posts, are all factors that facilitate the work of HR teams. It will also be easier to quickly assess competencies through skillfully constructed questionnaires conducted in real time in a paperless environment.

Reduce attrition and employee turnover

Attrition rate is usually applied to marketing practices to count the loss of customers or their disinterest in a service. It is opposed to the retention rate which, on the contrary, counts the loyalty of the customers. These terms are also well suited to the HR department when it comes to addressing employees’ disinterest, or even disengagement, from the company.

Decreasing attrition rates means initiating new HR processes such as improving employees’ lives within the company, addressing psycho-social risks, showing recognition or enabling employees to achieve personal goals.

A high turnover indicates a problem in a company. It can be a break with management, a loss of meaning in the work or in the values of the company, a lack of recognition established by a too low remuneration, even a contempt for the function.

While dealing with behaviors is the responsibility of management, HR data can anticipate turnover due to retirements, resignation intentions, or can compensate for layoffs, sick leave and permanent dismissals. In this respect, annual and professional interviews are a good basis for collecting personal data on age, ambition or group membership.

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Detecting high potential talent

High potentials come from two horizons: young graduates from top schools and employees already in their jobs. The latter develop skills on their own, which allow them to increase their employability, even in a field different from the one they practice in the company. It is often during annual reviews that these talents are revealed, as they evolve or appear over the course of a career.

One of the most frequently used tools is the 360 degree feedback. Through a questionnaire, the skills of a (future) employee are evaluated by his peers, his manager, his clients, then the analysis of the data draws a professional portrait identifying his strengths and weaknesses. Talent management is also crucial for retaining institutional knowledge when the employee has been with the company for a long time and can therefore pass on his or her know-how to new employees.

Improve the employee experience

Just as the loss of customers impacts the life of the company, the loss of employees is just as devastating. HR teams should first approach departing employees to understand the reasons for the departure and take stock of what can be improved. Identifying what is lacking means reorienting the company’s strategy towards HR processes that increase retention rates by promoting employee engagement.

The use of big data, deployed in all departments, helps to understand what employees expect in terms of training, compensation or career management. The HR data collected during annual interviews detects areas for improvement, but also warns of concerns in the work environment or alerts to poor group cohesion.

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How can data improve HR onboarding?

This is one of the missions of the HR department: to properly integrate new employees. HR onboarding is part of the recruitment process. This method determines the employer brand and creates a sense of belonging for all new hires. It allows him to commit himself serenely to his new position and to anchor himself in his new corporate culture. HR data plays its role by placing skills where they are needed.

Big data, on the other hand, gathers all the information that circulates in the company in real time via the intranet. This centralized information must be accessible to the newcomer from day one. Organizational chart, internal lexicon, employee posture, charted supports, FAQ… so much data grouped on the same platform accessible to new employees to facilitate their onboading. His manager must also be available to welcome him in the best conditions and present him with the tools and data at his disposal. A successful onboarding promotes the productivity and efficiency of the new employee on his or her recent job.

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