Data has become one of the main assets of businesses, no matter what their size. The reason is its usefulness for the objective analysis of scenarios and strategic decision-making, in areas as varied as Finance, Logistics, and Human Resources.
In the case of personnel management, data is essential to improve; for example, the processes of identifying and recruiting talent. Likewise, to measure productivity through data such as the level of absenteeism, arrivals after hours, or turnover rates in critical areas, in which, for example, there is a lot of investment in training and education.
Let’s see in more detail what are the advantages of data storage and management for the Human Resources area.
- Improve talent attraction and retention processes
For those responsible for Human Resources, data is essential, since it allows for analyzing market trends, what are the salaries paid, what benefits are offered by the competition, etc. With this information, they make searches more focused on the talent they want to attract, with better offers and through the appropriate channels and means, to obtain more optimal results in the selection processes.
- Allows you to update the salary and compensation policies of the company
Another advantage of data analysis (in the case of large companies with vast volumes of information) is that they allow you to compare the salaries or other benefits provided by the company against those of the competition in similar roles. In order to apply adjustments in the salary policy based, for example, on performance, compliance with work schedules, the level of absenteeism, etc. Of course, to obtain this data it is essential to have tools such as a comprehensive payroll platform, which allows the processing of real and objective information about the current plant of collaborators.
- Facilitates the detection of wage gaps
In relation to the above, with the payroll platforms, reports can be generated that allow comparing, for example, the salaries of employees with 10 years of seniority, the same level of responsibility, and different gender. In order to discover, for example, that women receive wages that are 30% lower. Therefore, the storage and handling of data favor the development of fairer salary and compensation policies.
- Drive development and training plans
Using the data, consultants can generate reports on the new talent needs of companies and different sectors of the industry (for example, digital skills or soft skills). And on the business side, create talent maps to find out where the strengths of the business are and what needs to be improved.
- Allows detection of red dots in processes and assignment of roles
Finally, the generation of reports and the analysis of large volumes of data allows those responsible for Human Resources to analyze processes, organization charts, roles, and results. With the information obtained, they can detect problems and opportunities for improvement to implement the necessary adjustments to optimize the overall performance of the equipment.-