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Merging media with HR to create better performance

posted by www.hrpcenter.com – December 27th, 2012

The end of the year is a time to round up tax files, shore up budgets and prepare for annual employee evaluations. As more companies find ways to harness big data and integrate human resources management solutions into the equation, the amount of communication and processing power behind initiatives aimed at workforce improvement has given decision-makers more resources with which to review internal performance indicators. This can be both a good thing and a hindrance, depending on how these tools are used.

Social aspects of employee management reviews need to be considered in tandem with raw numbers and statistics. Analytics areis useful in guiding bosses in the general direction of a problem, but 2013 will mark a new era of social media interaction, open communication and high-powered human resources management tools that focus on more than just the number of projects an employee completed.

Working as a team Next year is likely to spark a change in the way HR personnel handle their jobs and carry out tasks within the corporation, TechTarget stated. As more analytics options become available to them and social media plays a bigger role in how staff members and the businesses in general interacts internally, as well as with the public, human resources will become responsible for networking these information assets together in a meaningful way.

At present, these effects are already being felt. Performance management with analytics is already being implemented in many organizations to varying effect, but the basis of these implementations still relies on the marriage of IT and HR departments. InformationWeek stated that businesses are trying to make use of new data systems that are always active, drawing a number of variables from individual interactions between employees and the solutions they use to perform their jobs. On top of that, the source noted that new methods of interacting with workers and clients haves given HR and management strategic insight into the kinds of things{kind of vague} they want and the programs that don’t seem to be helping to get the job done. The variety of applications these analytics resources serve has great depth, but tapping into it effectively is still a challenge for some firms.

Helping with this transition is the fact that a large portion of the workforce is now being given the option to perform job-related tasks in the time and settings they choose. Exchange Magazine stated that more companies are allowing personnel to use their own handheld devices as part of the bring-your-own-device initiatives, putting more smartphones and tablets in the office. These tools also allow for working on-the-go or remote access, adding to the always-online essence of the modern corporation.

With more mobile access through BYOD deployments, companies can better access individuals for employee performance reviews, get up to the minute information about their progress and activity, review past work records and connect with staff members on a one-to-one basis to try and untangle problems. The future of talent management and analytics will show the two tightly bound to one another, as HR and IT departments get greater insight into their operations by utilizing options they each bring to the table.