HR data is a rapidly evolving field. We can now track workplace trends and issues that weren’t even a thought in our minds twenty years ago. We can even use predictive models to alert us to employees who are thinking about leaving before they resign. Despite the potential, the availability of data and tech can be overwhelming.
Why do organizations collect HR data and how are they making the most of it? HR Acuity asked, and the answers may help you direct your own company’s efforts. You can view the full report here.
What Types of HR Data Should You Track?
You can track just about everything, but you don’t want data overload. In employee relations, 100 percent of responding companies said that they track the type of offense (harassment, discrimination, etc.), but only 73 percent track how the investigation turned out (that is, whether the claim was substantiated or unsubstantiated).
To keep reading, click here: Are You Making the Most of Your HR Data? Here’s What Businesses Are Doing with HR Analytics