This week, let’s continue perusing the Oracle/CedarCrestone whitepaper on HR Analytics. We’ll pay special attention to the ways onboarding practices and software relate to workforce data analysis. At the most basic level, analytics help organizations make better decisions. Information alone doesn’t provide this benefit. The data has to be packaged and presented in a way that makes sense. Otherwise, it’s just numbers.
Efficient Reporting is Essential
That’s why reporting functions play an important role in analysis. With a tool like Universal Onboarding, identifying bottlenecks in the forms completion process is possible because the amount of time new hires spend on each screen is documented. HR can view this information in aggregate and drill down for details to identify places where forms may require additional instructions for faster completion. On the acculturation onboarding side, analytics can be used to show everything from the success of orientation and training initiatives to which socialization activities are most popular with new employees.
The Oracle paper points to several areas of workforce management that are impacted by analytics. Here are a couple that matter most in onboarding:
Acquisition: Best practices in recruitment and hiring form the foundation of a strong workforce. Applicant tracking that highlights which recruiting sources consistently deliver quality talent is one example of HR analytics. In onboarding, analytics support decisions that speed new hires to productivity and lower costs. For example, an analysis might show that training and acculturation through the use of e-learning and other web-based tools is the best choice for a large workforce.
Compliance: Oracle’s focus on compliance deals with diversity and licensing. These are important metrics, but most non-compliance in onboarding is due to incorrect or incomplete forms and missed deadlines for completion/filing. Software such as Universal Onboarding not only allows HR to see that forms are completed fully and on time, it also enforces rules for compliance. This is the logical next step after analyzing current compliance levels. Since adherence to state and federal laws is built into the system, HR can easily compare it with old, paper based practices to see an immediate improvement in administrative processes.
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