3 steps for an HR to improve performance leveraging data exploration.
Digitalization is spreading widely through many business activities and HR have a key role into transforming business organization through a better understanding of data.
In this case study, we will see how an HR with no technical skills in analytics can easily leverage data through visualization and exploration to improve workforce productivity and performance. Talent recruiting and Turnover are two main critical challenges for HR, they require huge amount of resources such as money, time and workforce which need to be managed efficiently…
How can data exploration turn these challenges into success by reducing the amount of resources required and increase ROI?
Data is critical and can make differences especially in identifying trends.
The first thing to do is of course to gather relevant data about the workforce. And fortunately, this data already exists and is already collected by most of the companies in HR department. Data regarding workforce can be very diversified and here are few examples.
Employee profile data is often collected through a HR software such as Workday, elements regarding employee satisfaction can be collected with internal surveys.
“Data collection on employes’s satisfaction is crucial for HR, at Supermood we offer a solution of feedback collection to improve employee’s commitment especially for large companies.” Says Robin Nicollet Founder of Supermood.
Once data is collected and structured, anyone can start exploring and leverage its data to achieve better performance.
Turnover is very costly for a company It is the role of the HR to reduce the turnover rate, this will be the focus of our case study.
What do we want to achieve? Identify cause of turnover and spend resources efficiently to achieve the end result which is: reducing turnover.
Constraint: I have limited resources, money, time and employees in my HR department.
How do we do that? Thanks to DATA EXPLORATION!
For our case study we’ll use a HR sample that you can go through here, with data regarding nearly 1500 employees and 29 criterions from turnover to wage & satisfaction…..
You can download it here and we’ll dig into it thanks to JetPack Data an intuitive and fast data visualization tool to save time exploring data and trying to match criterions together. Link for the HR Excel file HERE
First step: We need insights!
Let’s try to indentify what area of the company is facing more turnovers? On the platform, we choose to visualize department count by department split by turnover: You can explore yourselve the data by clicking on links below graphs.
It appears that the R&D department is facing much more turnover than the other department: 133 turnovers compared to 239 total.
Second step: We dig deeper:
Now we have a look at the turnover for each Job role:
We make another important insight now: “Laboratory technician” is the job role facing the most turnovers. But thanks to another visualization we can see that “sales representative” is the job role facing the highest turnover rate, almost 40%.
Now we have incentives to take action in specific department and Job Role. But what action should be taken? On what criterion HR should try to have an impact.
Third step: Understand the cause of turnover.
We can imagine that job satisfaction has an impact on the turnover. Let’s compare the average Job satisfaction grade (from 1 to 5) to the Job role.
Already we have meaningful insights and we can start taking operational decisions…
We have to remember that we still have more than 25 criterions to go through and to evaluate. It can appear almost impossible or time consuming, but with JetPack Data it takes only one hour instead of one complete working day.