Employee morale and employee retention go hand in hand. If employees do not feel motivated at work, they will most likely start to look for a new job elsewhere. Tracking employee morale is essential for measuring retention rates within a company. The only precise way to measure employee morale is fairly easy: ask the employees directly.
For many in HR, getting serious about workforce analytics represents a change to the way things have been. To help navigate this change, we’ve put together answers to 10 of the most common concerns and questions we get asked by HR professionals as they are looking to get started with workforce analytics. In this blog, we’ll cover three of these concerns/questions. Stay tuned for our follow-on blogs that will cover the remaining seven.
This 3rd Hot Topic is: We need to get a better understanding of manager impact.
If you feel you could be doing more with your reporting, insight and impact where people analytics are concerned, these dashboards can help.
If every picture tells a story, a picture is worth a 1000 words, and seeing is believing… what are you waiting for? You have a compelling people-story to share…it’s time you communicated it in a way that engages, excites, and motivates the business to action.
Most organizations frequently look at turnover—but they do this at such an aggregate level the measure in and of itself is useless—and not really actionable.
Last month I promised a description of a metric which starts to take organizations deeper into the insight they need to be successful and to show real results. True to my promise here it is:
The start of any year is the time to focus on trends. Predictive analytics is one of the trends that looks “hot” for 2012 in the world of HR measurement.
I just read an interesting article that found only 44% were satisfied with their jobs, about 32% were somewhat satisfied and 24% were not very satisfied or not at all satisfied. That is a significant number of people (56%) who did not answer “very satisfied” about their jobs.