Archives

Learning and leaving, is it a real problem though?

It might sound like a major problem. Employees learning from you and then leaving the organisation as soon as they are done. But if you think about it, an employee would only leave for a better pay or work environment. Of course other factors like commotion and residence matters as well. But looking at the bigger picture, if you provide enough value to your employees and a good office environment, there is no reason for leaving.

If you are still confused, here are 4 tips that would help you solve the “problem” of learning and leaving.

– Understand Employee Motivation

How devoted and content a worker is in their position is employee motivation. An employee is more likely to work hard and do a good job if they are motivated. To recruit, maintain, and increase overall production levels, motivation is crucial. An employer needs to understand how to motivate their employees. This motivation, if not provided, might lead to layoffs or employees leaving. Employee motivation not only drives the employees to do better. But also, it reduces the “problem” of employees leaving.

– Set up Training and Awareness Sessions

Training and Awareness sessions are a great way of maintaining employee standards. Standards, with regards to employee retention as well as quality of the end product or service. Such sessions guide employees and remind them of the ethics of an employee. Alongside this, it also creates a sense of security in the minds of the employees. Setting up training and awareness sessions sends a non-verbal message to your employees that you actually care about them.

– Revamp Management Methods

By revamping management methods, what we mean is, inculcating flexibility in your company policies. Be a little bit flexible with your rules and regulations. This ensures that there is no employee unrest in the organisation. Revamping also implies upgrading to the modern methods of management. Be it automation or newer management policies. Switching to modern policies is always a great thing to do as they are more refined, well packed versions of their predecessors.

– Indulge into Employee Wellbeing

Employee wellbeing is an absolute necessity for any organisation. As the world is healing, offices are starting to work offline. And the mental health of the employees is on an all time low! There is a huge requirement to bring up the spirit of the employees and make them feel secure and empowered. Little things like constant check-ins and a simple “How have you been?” can add up a long shot. You might also want to read 6 Ways managers can support employee mental health at workplace.

In conclusion, the “problem” of learning and leaving does have a solution. Or solutions one would say. Practising the above mentioned practises can help you solve the problem of learning and leaving at your organisation. The problem itself though, is not a real problem. So yes, it is solvable and preventable.

Automating the HR Processes also takes away a lot of load from employees. Especially for HRs, an HRMS is a blessing. Other departments too enjoy the implementation as the workflow now becomes streamlined and more efficient. If you are looking for an HR Management solution, Spine HR Suite is the best solution in the market. You can check out Spine HR Suite here.

 

 

“Automation is all the hype in HR!” Is it really though?

Automation has become a necessity in this digital era but there are many more factors- trends for the lack of a better word, that make HR tasks easier. While automation is inevitable, in this blog we’d like to talk about other trends that are sure to be of great utility in the near as well as definite future.

– Automated Recruitment

It is the era when the average time for filling up a vacancy keeps going higher and higher. HR Managers and Recruiters need to find ways to minimise this time taken. Experts and analysts expect recruitment to be the biggest concern of employers. It was difficult to recruit skilled employees back in the day. But now with education being accessible to almost everyone. And modern methods of choosing a candidate from the given pool has boosted the rate at which good employees are being hired. Modern methods include screening, applicant tracking, resume parsing, sourcing, matching, etc.

With this level of technological advancement, recruitment is becoming less of an issue. Even though we have great tech to improve recruitment, they need to keep getting better. Recruitment is a continuous process and so should be improvement.

 

– HR & People Analytics

Data interpretation all the way! The new methods of management tell us, in contrary of what traditional ones have been telling- that HR should be data driven! The more data you have, the better your decision making ability gets. But of course, you cannot get employee data in a day. Data collection is a time consuming process and asks to be updated from time to time. The best way to start building up employee data is implementation of AI in your HR Department. It is not as difficult as it sounds though. Implementation of a simple HRMS can help you get started. Spine HR Suite is a great tool that grows as you grow and helps you maintain a proper track of your employees. You can learn more about HR Analytics here and AI in HR here.

 

– Employer Branding

Employer branding is the long-term promotion of a company, organisation or an individual to a target group. Employer branding, after the pandemic has become a crucial survival tactic. If you do not recruit right now, it might harm your goodwill as an employer. As people are looking for a job and companies are looking for employees which desire to upskill and improve, employer branding helps them to land on the same page.

 

– Continuous Learning & Reskilling

One of the most important HR trends and practices for companies in the near future, will be the upskilling and reskilling of the workforce. An employee should be a continuous learner. They should be more than willing to learn more skills that help them excel in their job. Alongside that, upskilling also makes them research about more effective ways in which the job can be done. Reskilling, Upskilling and Continuous learning have a direct effect with employee performance.

 

In conclusion, there are many more futuristic things related to HR than just automation. With advancing technology and penetration of AI in our daily lives, HR is left no behind. But at the end of the day, HR is all about managing the Human Resources. So it comes down to employee and worker satisfaction which can only be achieved by connecting with them on an emotional level. You can integrate automation and AI in your HR department as well by implementing Spine HR Suite! You can learn more about Spine Technologies here.

Will AI put HR out of job? Or will it improve HR efficiency?

With all the digital revolutions taking place, invasion of AI in the corporate world is inevitable. But does this mean HR will eventually be replaced by AI? Experts say no! AI, no matter how smart it is, cannot replicate a human with emotions. Continuous learning is one thing and having emotions inculcated is another. HR  Analytics is one example wherein AI helps the HR. But AI does have a huge scope in aiding HR. Following are the areas where AI can help HR boost efficiency-

– Recruitment

The HR department’s responsibility for talent acquisition is crucial to the company. Since adding skilled people to the team will likely result in the company’s expansion. The talent acquisition process may be where artificial intelligence in HR is most used. AI decreases the time and effort needed to execute these and other tedious tasks. From screening applications to managing databases. Setting up interviews, and responding and resolving contestant queries. As a result, the HR team can concentrate on more important jobs. Like sourcing, employee relation, recruitment marketing, and other beneficial operations. It also dramatically shortens the hiring process and saves time.

– Orientation and Training

AI-based unified systems will introduce new hires to business knowledge and rules on the first day itself. New employees receive all the required information through the mobile app or on their laptop. Job profile data, company policies, task assignments, team member information, etc is provided. This process is referred to as onboarding. HR procedures can be tailored to the needs of the employees and their associated tasks thanks to artificial intelligence. Additionally, AI keeps track of all of the company’s crucial contact information and other crucial activities.

Using AI, employees will be able to research and educate themselves on requirements. Offering knowledge on current technology and software developments in the sector will also help them stay up to date. The AI will automatically comprehend and assign the employee with the proper training.  After analysing the papers and examinations. Based on their work description, pertinent skill set information will be given to them for better advancement. AI-based HR technology may analyse data and notify the HR team of the need for employee training. This smart method will improve workers’ productivity and intelligence. All this while also helping them learn more efficiently. They can train certain programmes and teach employees how to execute according to requirements.

– Employee Experience

Because of the high level of automation and strong emphasis on customer experience in the environment, employees anticipate a beneficial and productive environment when they join customised engagement. Consumer technology is currently shaping employee experiences. While also considering employees looking for options for how they want to be involved and supported. A tailored employee experience may be achieved by effectively integrating AI throughout the whole employee lifecycle. From hiring and onboarding to providing HR services and career planning. With customised feedback forms and employee appreciation initiatives. Human resources departments can now assess employee engagement and job satisfaction with greater accuracy than ever before. Given how important it is to comprehend employees’ general needs, this is very helpful. However, there are many important organisational advantages to possessing this understanding as well.

– Leadership

AI will enhance the working methods of instructors and program managers in a company because it will help and develop trainees. By posing questions to the members of their respective teams, the AI will assess the architecture of the leader’s qualities. And provide them with the skills they are lacking or adaptable attributes. Second, by examining the dashboard, managers may assess their own performance and adapt their skill sets to the demands of the workplace.

In conclusion, AI is sure to invade HR. But it is not enough to completely replace HR.  There are issues including privacy. A personnel shortage, upkeep, integration capabilities, and a lack of proven applications. Yet, using precaution while installing AI services will prevent needless problems.

You might have heard the term “HR Analytics or People Analytics” more than often. But do you know what it means?

People use HR Analytics and People Analytics interchangeably but they are two different concepts. In this blog, we will be discussing HR Analytics. Its meaning, importance, scope and implications. We will cover People analytics in a future post as well.

– Data-driven HR

HR analytics involves compiling, examining, and summarising HR data. It is also known as people analytics, workforce analytics, or talent analytics. It helps your company to analyse data to determine the effect of a variety of HR KPIs on overall business performance. In other words, HR analytics is a human resources management strategy based on data.

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

– Scope of Data-driven HR

Human Resource Management has undergone significant transformation in the last century. From being an operational discipline, it is now more of a strategic one. The term Strategic Human Resource Management (SHRM) is a good example of this. HR analytics’ data-driven method is consistent with this development.

You can stop relying on intuition by employing people analytics. HR workers may make data-driven decisions thanks to analytics. Analytics also assists in evaluating the efficacy of various initiatives and HR policies.

– How HR Analytics boost management efficiency

The value of being able to analyse information in decision-making has increased exponentially. There are numerous changes taking place in the workplace as we move closer to a post-pandemic society. Including the rising prevalence of hybrid jobs and the increased usage of automation. Making the right decisions is crucial in this time of disruption and uncertainty so that we can navigate our new reality.

The Human Resource (HR) department may have the poorest reputation of all the departments in an organisation.

Analytics based on HR data alters all this. By being more data-driven and knowledgeable about HR and analytics, many of the problems we just discussed can be solved.

– HR Analytics in implication

There are several incidents where HR Analytics has been a life saver. Be it reducing accidents at the workplace or boosting recruitment efficiency. HR Analytics combines HR Data from several systems. Let’s say you want to assess how employee engagement affects business results. For this, you must combine your annual engagement assessment with your performance record. The effect of involvement on the financial success of various stores and departments can be calculated in this way.

Based on the knowledge obtained through HR analytics, important HR domains will alter. There will be changes to jobs including hiring, performance management, and learning & development.

 

In conclusion, An organisation can benefit greatly from HR data analytics. These are only a few instances. Analytics do in fact let businesses to gauge how people’s policies affect their bottom line. HR can forecast the future of the workforce by using sophisticated statistical analysis. Managers are able to assess the financial effects of HR procedures thanks to HR Analytics.

HR Analytics goes hand in hand with automation. And do you know how you can automate your HR? Spine HR Suite! You can learn more about Spine HR Suite here.