Smart managers pay attention to the past but understand that they and their organizations must change with changing times. This is why, in today’s world, innovative concepts continue to emerge to address emerging challenges and take advantage of opportunities. An area that has seen continuous is management, as organizations seek innovative approaches to improve their workforce since they understand that employees are the most important asset they possess. An innovative management technology deployed outside of the health care sector in various industries, including retail, banking, and manufacturing, is human resource (HR) analytics.
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Human Resource Analytics
Human resource analytics refers to the automation of workforce management processes to facilitate data collection that is then analyzed to produce real-time insight regarding employee performance. It is concerned with many workforce management areas, including monitoring day-to-day operations and procedures efficiency (Bharti, 2017). According to Bharti, this innovative management technology allows for the isolation of particular issues that are negatively impacting workforce performance through monitoring and tracking behavior for productivity and efficiency. The tool flags behaviors associated with poor performance, consequently informing workforce improvement efforts.
Human Resource Analytics Best Practices
Human resource analytics facilitates data-driven workforce management. There are three best practices associated with HR analytics. Firstly, it sets benchmarks for performance and tracks individual employee performance to measure future potential. Secondly, it identifies training and skills gaps in the workforce, thereby informing appropriate training or support measures. Thirdly, it maps high-performing employees to facilitate successional planning (Edwards & Edwards, 2019). Based on these practices, it is evident that HR analytics is suitable for healthcare facilities such as a hospital. In hospital settings, the technology can be used to identify training and skills gaps in the workforce. A hospital can then use the information to carry out training or support specific employees in areas where competence and skills gap have been identified. Notably, HR analytics pinpoint factors that impact employee performance, including personality traits: hence, it helps managers effectively manage employees (Bharti, 2017). Armed with information, a hospital can effectively invest in workforce improvement to achieve desired results since the efforts are evidence-based.
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In conclusion, when properly used, Human resource analytics can prove to be a significantly useful technology for managers. The tool is currently being used in various industries, including banking, manufacturing, and retail, and has posted positive results. Therefore, health care facilities, such as hospitals, need to adopt Human resource analytics to enhance their workforce improvement efforts. The technology will help hospitals efficiently implement data-driven workforce management; as a result, facilitating increased productivity and enhanced quality of work.
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