IIM ROHTAK HUMANE-R CLUB Presents
HR BULLETIN VOLUME 6
humane.r@iimrohtak.ac.in
HUMANE-R
VOLUME 6
HR Bulletin
1.People Analytics: How to Solve Business Problems Every business has problems they want to solve. It could be a small problem or a large one. The key to solving business problems is 1. Gathering the right data and information 2. Having a good approach or system for problem solving Unfortunately, there are times when organizations approach problem solving from the standpoint of “Oh, I know what the problem is…” and ultimately, end up only addressing a symptom versus the real issue. I’m sure you’ve seen it too. One approach to make for better data gathering and problem solving would be to use analytics. Here’s an overview of the four analytics levels and how they could be applied to address a challenge many organizations face employee turnover. 1
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DESCRIPTIVE analytics is focused on what’s happened. The first step in solving most problems is figuring out what’s took place – that’s descriptive analytics. The organization wants to collect information and data on the who, what, when, and where. The good news is with technology, you might be able to gather this information easily. An example might be reviewing exit interview data to see if there are any trends for why employees are leaving, when they tender their resignation, and what positions / departments the employees work in. DIAGNOSTIC analytics answer the question “why did it happen?”. Using the information from step one (descriptive analytics), the organization might be able to reach some conclusions about the situation. A technology solution might provide some assistance is filtering the data in different ways to explore new causes and correlations. For instance, the organization might discover that managers tend to resign in March or April (right after they receive their annual bonus). Or a large number of new hires are leaving the marketing department within their introductory period. (Not making any judgements about marketing departments here. It’s just an example.) PREDICTIVE analytics is about what will happen. I like to think of this step as “How will the situation play out?” Meaning if the contributing factors don’t change, what will the situation look like. Or if only one factor is changed how will that impact the outcome. Companies can’t and probably don’t want to make lots of changes at one time. They want to implement change in a logical manner and use their resources wisely. Using a phased approach can also help individuals plan, accept, and embrace change. PRESCRIPTIVE analytics points toward “What should we do?”. In the predictive analytics stage, the organization considers all of the options. In the prescriptive analytics phase, decisions are made. Using our turnover and employee retention situation, the organization might decide to focus on stay interviews. Managers can ask a stay interview question during regular one-on-one meetings. HR might add a stay interview question to new hire on boarding check-ins and regular pulse surveys. Organizations can use the principles of analytics to help them identify problems and brainstorm solutions using data as the driving factor. This is definitely one of those moments when we can put the power of technology to excellent use. Read more at :https://www.humanresourcestoday.com/?open-article-id=12580265&article-title=peopleanalytics--how-to-solve-business-problems&blog-domain=hrbartender.com&blog-title=hr-bartender
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2. Over 2,000 'underpaid, overworked' Google workers unionised Despite Google's effort to curb internal activism and deter union activities, nearly 2,300 cafeteria workers who serve meals to employees in the San Francisco Bay area -- including the company's headquarters in Mountain View -- have unionised, claiming they were overworked and underpaid. According to a report in Recode, dishwashers and food preparers who serve Google employees all three meals, including at the headquarters, voted to form a union after a two-year push. "We're fed up and want change because at one of the richest companies in the world, we're being overworked and underpaid. The disrespect from management is just adding insult to injury," the workers were quoted as saying in the report.
Google last month fired another employee for sending browser pop-ups about the labour rights at the company. She becomes the fifth staffer fired for being involved in internal activism. The US government has also launched a probe into Google over its labour practices following a complaint from employees who have been fired by the tech giant.
Google contracts the workers through a company called Compass Group which said that all of the company's associates have the right to decide whether to be represented by labour organisation. A Google spokesperson told The Hill that the company will continue to work with Compass Group. "We work with lots of partners, many of which have unionised workforces and many of which don't," a company spokesperson said. The cafeteria workers' unionisation has not been reported earlier because of other high-profile worker activism at Google like employee protests about sexual harassment and "allegations that the company retaliates against employees for reporting HR issues".
The tech giant has been accused of "union busting" and retaliatory behaviour after it sacked the employees for allegedly violating the company's data security policies. Meanwhile, the cafeteria workers are organising with a local chapter of the union called "Unite Here" which represents some 300,000 workers in the hotel, food service, laundry, warehouse, and casino gaming industries. Service workers in the tech industry, particularly in the San Francisco Bay Area, have long seen stagnating wages that haven't kept up with rising housing prices.
Read more at: https://economictimes.indiatimes.com/news/international/business/over-2000-underpaid-overworkedgoogle-workers-unionised/articleshow/73054418.cms? utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst
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3. Companies will move from hiring to attracting in 2020: Study
Mumbai: With the workforce transformed significantly over the last decade, a study has revealed that hiring is no more about recruitment but about attracting as there are increasing number of dropouts, and attrition rate has peaked beyond 22 per cent. About 78 per cent of companies in a survey admit that hiring and retaining has become more difficult com pared to the previous year, according to 'The 2020 Talent Technology Outlook' study by research-backed innovative talent solution provider SCIKEY.
The study also showed that organisations in 2020 will wake up to this reality and see technology going beyond people-intensive hiring to a tech-driven and branding-focused initiative that will attract talent faster.
Longer time to hire, increasing number of dropouts and attrition that has peaked beyond 22 per cent indicate that hiring has not just become expensive and difficult, but also the inability to attract right talent is impacting the business, the study showed. About 68 per cent of employees are partially or fully disengaged, leading to billions of dollars in productivity loss, it said.
The study is an analysis of inputs from 100-plus Csuite and human capital leaders across four continents, including in India, by SCIKEY, through surveys, social media inputs, interviews and panel discussions.
Companies will deploy branding and marketing experts to spruce up their image that would strike the right note with their prospective workforce. Social media will start playing even more meaningful role in HR marketing.
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Further, it showed that expensive workforce will drive companies to hire more contractual and gig workforce. About 54 per cent of the respondents said they will use crowd resources in the next two years for some part of their business, it said. Unpredictability with full-time work will move more people to contractual or gig economy and with the availability of talent marketplaces, 2020 will start seeing the shift of employee and employer's mindset, it added.   Read more at: https://economictimes.indiatimes.com/jobs/companies-will-move-from-hiring-to-attracting-in-2020study/articleshow/73018108.cms? utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst
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