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Use of Mobile HR Analytics should be Made Mandatory - Here's Why

By HR Tech Outlook | Friday, October 11, 2019

Simpler use and faster generation of quality through mobile support should complement the continuous increase in HR analytics.

FREMONT, CA: Mobile HR analytics is the ideal tool for the broadest possible audience to access data-driven insights. By using HR analytics, data and advanced insights cannot be limited to those with technical knowledge. A mobile analytics system can support workers at each level of data training in daily operations. To HR, this translates into data-based payrolls, better-informed workplace engagement decisions, better strategic talent management decisions, and so on.

The availability of automation is another key feature of HR mobile analytics. When a specific threshold/parameter has been passed, users can receive automatic alerts by pre-configuring business rules. For instance, if an employee has been working overtime too often, his team leader or HR manager will be notified on a mobile device. After this, measures can be taken to guarantee a healthy balance between work and life.

Mobile HR analytics will keep managers informed about changing trends, events, and emerging patterns of employee behavior in the modern workplace, with their multiple challenges and high-pressure scenarios.

Why Mobile Analytics for HR is Essential

While analytics are increasingly popular, insight generation, aggregation, and execution is often limited to monthly or annual cycles. This means employers disregard main trends that impact job engagement and efficiency on a day-to-day basis.

Organizations which goes further than the dissemination of the monthly report, aim to be information-led and create a software culture for their entire enterprise. Building on this culture requires a pivotal element to deliver relevant and timely insights that enable business users and policymakers to consume and respond to such ideas. Mobile phones are used to achieve those results.

By leveraging mobile analytics in HR, smart alternatives are found for:

• Better Results of Surveys: Large-scale worker surveys are typically the best solution to assess jobs in the workplace. However, HR practitioners have recently begun to wonder if studies of employee participation were working. There is also concern that the voice of each worker can be omitted from engagement surveys since vast databases are analyzed together to provide action points. On the other hand, mobile analytics will help you track engagement rates in almost real-time. Team leaders and HR managers can use daily pulse surveys to detect early warning signs of disengagement in micro-employee classes. The insights are provided on a mobile device to enable the correction of courses at the right time.

• Automation of Data Analysis: A continuous increase in the demand for analytical skills among HR professionals indicates the need for fast and precise insight in every working environment. The use of artificial intelligence (AI) to automate knowledge can help prevent a deficiency in technical skills. While AIs can be included in desktop-based research systems, their impact is much narrower. For example, HR management can't afford to fasten to a single desktop between multiple offices in a large organization. In these cases, HR mobile analytics tools can be useful, combining AI's strength with smartphone comfort.

• Speed Up High-Risk Practices: For an HR department, it allows HR professionals to handle organizational risks proactively by knowing what happens if payroll, learning management, absenteeism, accidents at work, jobs, and terminations are involved. Mobile platforms for assessment of HR take feedback from routine tracking and reliable employee information and convert them into immediate action points for managers of HR. Since people typically check their phones regularly every day, there is little likelihood that high-risk cases may miss any critical warning.

Features of Mobile HR Analytics

One of the benefits of mobile HR analytics is its resemblance to social media timelines, dramatically cutting down the learning curve.  Many of the data which we use on our mobile devices is a familiar feed. Think of social channels such as Facebook, LinkedIn, YouTube, they provide us with "true" information we consume, exchange, and connect with. Mobile analytics applications can replicate HR-data experience on smartphones in a social media platform, allowing users to start working on insights immediately.

• A user-friendly interface

• Automatic insight seeking based on AI

• Data can be put in the right environment

• One-stop to collaborate with other team members throughout the company

Mobile HR analytics are essential for a data-driven organization in which every client shares responsibility for organizational development. It not only encourages information to be taken in and executed, but also keeps mobile analytics primed to respond to complex corporate movements proactively.

Check This Out: Top HR Analytics Companies

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