Employee performance ratings can have a significant negative impact on motivation and engagement if the process is seen to be biased or unfair.

In this video, we’ll show you how to use HR Analytics to visualise your performance data to identify harsh, lenient and fair raters (managers) and recommend a “fairness” adjusted score based on division or function group norms.

This video is brought to you by Peopletree Group powered by our HR analytics tool, Datawiz:

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https://peopletreegroup.com/en/products/hr-datawiz/

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Three challenges to getting started with HR Analytics


1. Overcome the lack of good quality people data: A better starting point would be to identify the data you already have, and figure out how to make the best use of it. That saves time and often produces a result that your line managers will value. When your line managers value your contribution, they are more likely to invest more time and money in supporting your efforts.

2. Build a data-driven culture: Find a data set that provides you with a conversation of interest to your line managers. Not a one-way “death by PowerPoint” monologue, but visually engaging, interactive discussion that uses data to uncover interesting insights and create “aha” moments.

3. Turn data into action: Select a few data points you already have in your HRIS, and choose a process that you’d like to review that you think could be more effective. Turn that data into a compelling and interactive data visualization and start a conversation about the process. Use your knowledge of HR, people and your business to ask challenging questions and listen to the responses of your line managers.


Get started with HR Analytics in under 60 seconds with Datawiz:
https://youtu.be/0AU7jYOS1SQ

Check us out on LinkedIn:
https://www.linkedin.com/company/peopletree-group

Check out our website for more on HR Analytics solutions:
https://peopletreegroup.com/en/
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