Data is playing an increasingly important role in HR. From employee training to customized career paths, how can data be used to develop employee engagement? Focus on HR data and some of its uses to boost employee motivation in the long term.
Data for HR
Organizations are generating and storing more and more data. This data has real added value in the HR field.
→ Status of HR data in companies
For years, companies have been producing and collecting data as part of their various processes. The challenge now is to interpret this information so that it can be used to serve their projects.
Thus, the analysis and processing of HR data is now a major challenge to enable organizations to better understand their employees in order to support them in an adapted way during their career.
« 73% of European employers appreciate the added value of information obtained from HR data. »
→ The applications of HR data
HR data and its analysis are valuable in that they offer many possibilities to support the HR function in its various missions. HR data analysis – known as HR Analytics – thus includes a set of techniques that allow information to be processed to respond to the various issues faced by human resources.
In fact, HR analytics makes it possible to:
- optimize the various stages of the recruitment process (creation of more objective job descriptions, analysis of skills within resumes, job-candidate matching, skills assessment) ;
- develop the company’s productivity (analysis of the evolution of skills within the categories of jobs to implement the necessary actions in order to adapt to them) ;
- reduce turnover by offering career paths and training that are truly adapted to employees ;
- boost team commitment by offering them the opportunity to exploit their full potential, thanks to tailored talent management systems.
How does HR data help boost employee engagement?
Using data is one of the levers for maintaining and developing employee engagement. In what way? By offering them the opportunity to access personalized training and tailored career paths.
→ Offering personalized training paths thanks to data
HR data is a real asset for suggesting training paths that are adapted to employees’ needs and wishes. Indeed, by relying on artificial intelligence algorithms, it is possible to analyze key data such as training content and information related to learners’ profiles to suggest personalized training paths and educational content to employees. This allows learners to access training that takes into account their level, learning pace and personal goals.
This approach is called adaptive learning. It is generally a source of fulfillment for employees because it allows them to personalize their skills development. The more personalized the training process, the more likely it is to truly motivate and engage employees.
→ Optimizing career management with HR analytics
HR data, and more specifically its analysis, can automatically build relevant career paths for employees. To do this, the technology relies on a key piece of data common to all HR processes: the skills. By measuring the proximity between the skills required to perform the different jobs in an organization, AI can suggest objective and relevant career paths.
Its added value also lies in the fact that it opens up the field of possibilities by highlighting less conventional career development opportunities. Indeed, technology also makes it possible to bring together professions with similar skills but which, traditionally, are not necessarily associated.
To go further, it is also possible to use artificial intelligence to cover the skill gap between two professions. Whether in the context of upskilling or reskilling, technology can be used to identify the most suitable training content to enable employees to bridge the gap between their current profession and the one they are aiming for.
HR data can thus be used to increase efficiency and facilitate the professional development of employees. It is a valuable ally in retaining employees within the organization and boosting their long-term commitment.
HR data-driven tools for employee engagement
Mapping, repository, matching: today, several data-driven tools enable the HR function to strengthen employee engagement internally.
→ Tools for managing jobs and skills: the mapping and the repository
Jobs and skills maps and repositories are key tools for obtaining an inventory of the skills present within organizations.
- Jobs and skills repositories list the jobs and skills of organizations in order to study their composition.
- Jobs and skills maps offer a vision of all the jobs represented and the skills mastered by the employees.
These two tools are essential foundations for talent management. Indeed, it is from this base that the organization’s skills needs are identified, and then matches can be made, both in terms of training and professional mobility.
→ Learner/training matching
This matching tool makes it possible to offer appropriate training to each employee based on their current skills, and those they want or need to acquire. The technology uses the skill as a key to match the learner’s profile, more precisely the skills they have to date and those they are looking to acquire, with the training content available. In this way, the tool makes it possible to formulate the most suitable training recommendations for their project.
→ Jobs/skills matching for career management
Jobs/skills matching allows HR actors to create bridges between jobs, highlighting their proximity given the skills associated with them. Thus, the technology can analyze whether it is possible to match employee profiles with vacant positions or job openings within the organization, in order to determine whether they can be filled internally.
These tools for professional development can be customized according to the profiles and needs of employees. In this sense, they promote employee fulfillment and, as a result, generally develop their long-term engagement.
Illustration credits: https://www.istockphoto.com/fr/portfolio/SurfUpVector