Analytics and metrics (3)

This week is really a thank God for the weekend for most people because of all the head-reeling changes to the economy. HRM at this time need to be on their toes because inflation is going to hit big time. Things are predicted to right itself in about a year. Today’s discussion is important because it relates to tracking money and employee satisfaction.

We are continuing with HRM analytics and how to go about it. Today we are looking at compensation and benefits plus employee engagement and retention.

Tracking compensation and benefits start off by determining the key metrics that align with your organization’s compensation and benefits objectives. This may include, average salary, total compensation cost, benefit participation rates, employee satisfaction with benefits, turnover rates, and cost of benefits per employee.

Accurate and up to date data, requires systems and processes in place to track and consolidate relevant data. Ensure that data is collected consistently and regularly from reliable sources such as payroll records, benefits enrolment information, and employee surveys.

Metrics include average salary, salary ranges, and compensation ratios to assess the competitiveness of packages. Do an industry benchmark to determine your competitiveness salaries and benefits wise.

Evaluate metrics related to benefits participation rates, cost of benefits per employee, and employee satisfaction with benefits programs. This will help identify trends, gaps, and areas for improvement. Also analyse the impact of benefits programs on employee retention and engagement.

Compare this metrics against industry benchmarks, regional norms, and competitors. Benchmarking allows you to assess how your organization stacks up and identify areas where adjustments may be necessary.

HRM can track the associated costs of compensation and benefits programs, including salary budgets, bonuses, variable pay, and benefits expenses. Analyse these costs in relation to the overall organizational budget and assess the cost-effectiveness of the programs in attracting, motivating, and retaining talent.

Use employee surveys, focus groups, or feedback mechanisms to gather insights into employee perceptions and satisfaction regarding compensation and benefits. These inputs can provide valuable qualitative data to complement the quantitative metrics and help identify areas for improvement.

HRM must ensure that these programs comply with relevant laws, regulations, and industry standards. Create regular reports and dashboards to present compensation and benefits metrics to key stakeholders, including HR leadership, executives, and managers. Communicate the data effectively and highlight key insights and trends.

The insights will inform decision-making and drive continuous improvement. Identify areas of adjustments or enhancements to better align with employee needs, market conditions, and organizational goals. The insights will inform on the effectiveness of their programs, ensure market competitiveness, make data-driven decisions, and continuously improve their compensation and benefits offerings.

Tracking employee engagement and retention analytics and metrics involves collecting and analysing data related to employee satisfaction, commitment, and longevity within the organization. Start with conducting regular employee surveys to gather data on engagement and satisfaction. Measure different aspects of engagement, such as job satisfaction, organizational commitment, communication effectiveness, career development opportunities, and work-life balance. Analyse survey results to identify trends and areas of improvement.

Calculate and monitor the turnover rate in the organization. Track voluntarily or involuntarily exits over a specific period. Analyse turnover rates by departments, job levels, and demographics to identify patterns or areas of concern.

Conduct exit interviews with departing employees to gain insights into their reasons for leaving, their experience with the organization, and any areas for improvement. Analyse the data from exit interviews to identify common themes and trends that may provide insights into retention challenges.

Calculate the retention rate by measuring the percentage of employees who remain with the organization over a specific period. Analyse the retention rate across departments, job roles, or tenure. Identify areas where retention rates are lower and address those challenges.

Conduct periodic pulse surveys, which are shorter and more frequent surveys that capture real-time feedback on employee engagement. These surveys can help track changes in engagement levels over time and identify emerging concerns or areas that require immediate attention.

Analyse productivity, quality, customer satisfaction, and employee performance ratings. Explore correlations between engagement levels and performance metrics to identify the impact of engagement on individual and team performance.

Monitor absenteeism and tardiness rates as indicators of employee engagement and satisfaction. High rates of absenteeism or frequent tardiness may suggest disengagement or dissatisfaction. Use data to identify trends and potential underlying causes. Track internal promotion rates and internal mobility within the organization.

Analyse the data to understand if employees perceive opportunities for growth and career advancement within the organization. Low promotion rates or lack of internal mobility may contribute to disengagement and higher turnover.

Read also: Metrics and Analytics (2)

Track data from feedback channels such as suggestion boxes, employee hotlines, or online platforms for collecting anonymous feedback. Analyse to identify recurring themes, concerns, and areas where improvements can be made.

Assess the quality of the relationship between employees and their immediate supervisors. Measure managerial effectiveness through feedback surveys or 360-degree feedback assessments. Analyse the data to identify any areas where managers may need support or development to improve employee engagement and retention.

Compare your data analysis with industry benchmarks or similar organizations to gauge your performance. Benchmarking can provide insights into areas to excel or areas for improvement.

As always regularly monitor metrics to identify trends, areas for improvement, and opportunities for action. Use the insights gained to develop targeted interventions and initiatives that address the specific needs and concerns of your employees.

Have a good weekend.