Big data is increasingly used when it comes to a business collating and analysing vast amounts of external information. However, companies should not overlook the potential advantages big data can offer internally, especially for HR. Of course, there are pros and cons to using data to drive internal decision-making.  That being said, being aware of how big data could potentially benefit HR is essential in order to ensure best practice in your organisation.

With more data, comes more responsibility. While statistics can provide valuable insights, too much data can be confusing and can cloud judgement. Striking a balance between the stats and the employees behind them is key when it comes to managing your workforce. 

So, here are 3 ways big data can positively influence HR and how your organisation can capitalise on this growing business trend:

1.Gain Insights into Your Employees

We all know the age-old mantra ‘a happy worker is a productive worker,’ but how can you tell if an employee is really happy? Using big data is one way to help employers assess workforce sentiments, through satisfaction surveys for example, and allow them to adjust the workplace to suit workers’ requirements. Big data can also be used to guide career development planning and help steer high performing workers in the right direction.

You may even use big data to find out why employees leave and why some choose to stay – vital information for any HR professional. While you shouldn’t underestimate the power of data to analyse your workforce, relying too heavily on stats may make you loose the human side of HR – something no employer can afford to lose.

2. Improve Employer Branding

​So, big data can help employers reduce attrition rates of their staff through a better understanding of their workers. However, stats may also help companies create an attractive employer brand that entices new and talented workers who match your business ethos. Big data helps to analyse what people perceive your company ethos or brand values to be – watch out, you may find it’s not what you thought. Allowing this kind of data to drive employer branding will help companies find the right person for the right job, saving time, effort and money for HR.

3. Increase workplace Productivity and Efficiency

We are all aware of the major skills shortage at the moment, not least in the tech industry. One way of combating this is ensuring you hold onto the talent you have, reducing your need to constantly hire workers. That means you need to be sure you are getting the best out of your workers – something big data can help you keep on top of.

Big data can be analysed by HR to identify issues that cause low employee productivity and disengagement, as well as honing in on areas where certain workers feel more comfortable – allowing you to maximise employee efficiency. What’s more? This can be done on a case-by-case basis through analysis of individuals, teams, or entire office floors - for the benefit of your whole business. The proof is in the pudding: according to a survey by IBM and MIT, companies that focus on HR analytics recorded 58% higher sales per employee.

From an HR point of view, the important thing to remember is that when it comes to big data, look at the big picture. Don’t rely on stats to tell you everything about your company’s HR practices. Instead, come to conclusions after having gathered and analysed information from a wide range of sources, and most importantly, always keep open lines of communication with your staff. 

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It’s January and no doubt the gyms are packed with New Year heroes, determined to start 2017 on the right foot and stick to their new year’s resolution. Despite their best intentions, research has shown that almost two thirds of people fail to keep the promise they made to themselves, with almost half (43%) of them giving up in the first month.

​As employers, it may be worth supporting your workers’ commitments to getting fitter, losing weight or living a healthier lifestyle. Here are five of the biggest benefits of having healthy workers.

Reduced Absenteeism
Healthy employees, who have a balanced diet and exercise regularly, are less likely to become ill or suffer an injury. In other words, promoting a healthy lifestyle to your workers can help cut absenteeism. That should mean higher productivity, reduced stress and a happier workplace.

Focus
Healthy eating isn’t just about the long-term goals. The nutritional properties of many fruit and nuts can give your employees a boost to get them through the mid-afternoon slump. That extra energy will help them maintain focus, make less mistakes and get work done.

Engagement
Team sports, like 5-aside football, run clubs not only keep your staff fit but also promote team work, loyalty and enthusiasm. Workplace yoga sessions are becoming increasingly popular. Encouraging your staff to get up from their desks and stretch out offers huge social, cultural and wellbeing benefits.

Mental Wellbeing
Your staff should be healthy in body and mind. Along with back pain, workplace stress, anxiety and depression related illness are the most common reasons for employee absenteeism. As an employer, you have a duty to look after all aspects of your employees’ wellbeing; that means their mental and emotional health as well as their physical.

Employee Recognition
With the talent pool shrinking, employers are looking for new ways to attract workers to their businesses. Gym memberships, healthy snacks and regular campaigns all help to build moral within your existing team are all great perks that will help you stand out from the crowd and demonstrate your appreciation for your staff.

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St. Patrick’s Day, our beloved national holiday, is upon us once again. For some employers it’s a chance to have a little fun and engage with staff. For others it’s an excuse to throw on the garish green cords their wife bought last Christmas. For most it’s a lottery, wondering which employee will be the first to ring-in sick the next day.
Here are some of my top tips on how to embrace the day, what to avoid and measures you can take to limit absenteeism the day after.
The Fun

• Go Green

Encourage everyone in the office to wear something green to work. It’ll also make for a cool team pic.

• Host a Traditional Lunch

And no I don’t mean handing out cans of Guinness to everyone. Why not give your staff a taste of some traditional Irish dishes such:

• Irish stew or Guinness Beef Stew – both are good
• Coddle – a type of sausage and bacon stew from Dublin
• Vegetable soup with a thick slice of brown bread and a knob of real butter
• Boxty – a bread made using potatoes and flour
• Colcannon – mashed spuds with kale and a heap of butter

• Spotifyrish

Compile a playlist of some of the best Irish music. They great thing about Ireland is that we’ve a huge selection to choose from, from The Corrs to U2.

• Freshen Things Up

Why not dress the communal areas in your office with fresh flowers and plants. Tulips come in a wide range of colours – ideal for getting an Irish theme going. Plants have been shown to boost staff morale and productivity too.

• Slainte

Why not make it a staff get-together? Most employees will be joining friends later that evening anyway. Arrange a St. Patrick’s Day tipple at the local so you can toast our snake banishing hero as a team.
 
The Bad

• Curb the Patriotism

Unless you work in Temple Bar, there’s no reason to have the Wolfetones and the Dubliners on full blast. It may be the 1916 Centenary but let’s not get overly patriotic.

• Costumes Are Not Cool

Wearing something green to work can be a bit of fun but you need to toe the line somewhere. Staff dressing up in complete costumes may come across as unprofessional or inappropriate.

• Everything in Moderation

Celebrating St. Patrick’s Day with staff after work is fine but remember, you have a duty of care to them while they’re out with you. When drink is involved any number of things can go wrong, from harassment to assault to personal injury. In short, enjoy the evening but make sure it’s in moderation and have a finishing time for the staff outing.
The Tardy
A survey carried out in 2014 revealed that almost a third of employers in Ireland expected some of their staff to call in sick on 18th March, and almost all Irish employers feared productivity would be down that day thanks to ‘Irish-flu’. I imagine that those figures have changed little in the past two years.
Here are some tips to reduce deter staff from bunking off work:

• Plan the week ahead. Setting strict deadlines for tasks to be completed.
• Remind those working on the 18th that you’ll need them on top form that day as you need to meet the deadlines set.
• Incentivise them by attaching rewards to the completion of certain goals. If they’re working towards something other than ticking another box, then there’s a better chance they’ll not let the St. Patrick’s Day revelry affect them.
• Be flexible – If it is feasible, offer the option of flexi-time to your staff, where they can start and finish an hour later.
• Where a heavier stance needs to be made, refer back to your company’s staff handbook and issue a notice to employees outlining what is deemed acceptable behaviour and what is no, along with information on sick leave entitlements for uncertified illness. The idea of not getting paid might be the motivation they need to drag themselves out of bed on Thursday morning.

 
Wishing you a very happy St. Patrick’s Day!!
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David Bell is Managing Director of The HR Department, outsourced human resources specialists for Irish SMEs.