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overall can't be repeated enough that accurate and relevant data must be the first Focus you've got people that either think they know more than you or do know more than you and they're going to want to verify everything that you share so just always you know do that double checking the question of today's webinar is do you ever struggle to get data to back up your HR initiatives or maybe on the other hand you actually collect the data but you're too short staffed in HR to analyze it well today I have the perfect webinar to you for you I spoke with Linda Shino from coach Business Solutions and we'll be discussing how you can better collect and analyze data in HR let's get right into it so this first slide you know it's a great um table that we got from the AA aihr Academy talks a lot about data sources and kind of what those main data sources look like of course you know we're seeing things like sales data um you know travel these are all things that might not even apply to those in hour early wage Industries but Linda just looking at this can you describe some of those key steps um in an effective data collection process for HR purposes and include those types of data that organizations actually prioritize Gathering so first I want to um very much encourage everyone to check into aihr they're a great source um and they they are a great membership they offer certifications you know to expand those uh key contributions that our HR professionals you know need to need to Prior PR ize but I think you know uh overall can't be repeated enough that accurate and relevant data must be the first Focus you've got people that either think they know more than you or do know more than you and they're going to want to verify everything that you share so just always you know do that double checking um I think it's important let's define some objectives of the shared data you know again verify and identify the sources a lot of the hris systems that we have Prov provide multiple Avenues of reporting capturing you know surveys uh benchmarks so you know to rely on that uh to create effective data collection determine what those data collection methods are you know what what is relevant to your industry if your food service or health care or you other shift work what is relevant that would be of importance to those other constituents those partners that you have in your company again data quality and of course uh security and privacy because you're talking about people's records whether it's Financial or personal data want to always make sure that you're doing your best to Advocate as a gatekeeper for that information absolutely you talked a little bit about about relevancy and narrowing in on those is there a way that Industries can better narrow in on what's super relevant to them and making sure that they're not kind of getting ahead of themselves and tracking all the different types of data points I think a key and a repeated comment you'll hear from me today is communication um everything that we do in HR is in service to multiple departments whether it's leadership or our personal teams or the the teams themselves so we need to understand what they need to hear that will first get their attention bring us in as buyin that seat at the table and then come back and convert that information in terms of what is going to be the quickest path to getting them that detail in terms of maybe more of an all-encompassing approach what would you consider as the most valuable data sources for HR that they should turn to first and foremost uh for your analytics definitely your payroll records you know the constituency the the census of the uh employee team uh the Departments that they serve and uh who they report up to again going back to your HRI I can't emphasize enough the investment in a robust hris is is high Roi on that as well but there are industry benchmarks for both organizations and labor pools so identifying with those those groups that focus on providing that information and making it a little bit more targeted okay and then in terms of organizations actually ensuring that they have access both internally and externally how would you recommend doing because I think that there's a bit of a disconnect with HR and actually getting that initial access to these data sources that we're even seeing on the screen uh there are costs involved because you know there any memberships of any worth uh there there fees that are invested in that um Sherm comes to mind of course hrci um each one of those groups as well as others aihr um offer an endless stream of certifications where an HR professional could uh become very proficient in targeted uh areas uh there are growing there's a growing need and it's being provided for data analytics because as we possibly head into a recession it's all about money we're seeing tons of attrition we're see seeing uh layoffs um how can the financial leaders who are making those decisions uh not really destroy the labor pool because you're losing people that's a significant cost so it's important to identify those memberships to organizations that are going to be of great service to you and to make sure that they're focused either on your particular industry and identifying those benchmarks that are going to help you fine-tune that information it's so funny that you mention even uh the economic Financial aspect we just hosted a webinar on the 2024 economic outlook for Ali raged Industries we also talked about discrepancies between Industries so how does HR data within Industries like food and beverage versus Health Care vary I think that they're still uh the biggest aspect that they're still facing is um the postco engagement or lack thereof we've all heard those stories of healthcare workers and Food Service workers that are just leaving in droves their their employee satisfaction is at rock bottom so that's a big obst Le for some of these companies to overcome uh the analytics the kpis that are involved in knowing what turnover is and employee satisfaction would be good indications to decide uh what actions to take how quickly to take them to kind of stem the tide of losing team members um we've often seen people disengage much sooner than they actually physically leave their positions how can we get in front of that and make sure that they're as happy as they could be as much as we could provide but kind of reduce that attrition rate that is very costly wow that's a good point and the aspect of disengagement is something that is always obviously worked towards in terms of you know making sure that employees are consistently engaged and obviously I think that es and flows and it's really hard to actually pinpoint some data points on things like engagement mental health you know even employees work life balance principles you know what they've got so I think that's really important to note in terms of tools or techniques what do you recommend for actually consolidating and analyzing this HR data more effectively especially for companies with very limited resources so the challenge is always those very limited resources yeah and you know the extra efforts that HR professionals always put in um and you know traditionally HR professionals don't have a you know a strong background or a uh tendency towards the financial analyst uh side of things but there are any number of kpis and metrics that are really standard and kind of easy to calculate in terms of you know good first uh Stepping Stones to getting that information out there uh from the accounting and Leadership Financial leadership side of things we love kpis we love metrics um that's going to get our attention because we can Tide those to the financials and that allows us to have those tools to then speak up to leadership and really bring those Partnerships to bear um I think it's important you know communication again you know have some conversations with you know the accounting team on whatever level um you want to bridge those reporting skill gaps to make sure that you are reporting definitely uh what the CFO wants to hear and will hear will listen to and then again concise reporting get to the point yeah make it clear doesn't hurt to make it pretty um there's limited attention um and focus paid to most HR departments so while we have their attention let's keep it and grab it um it does then build the relationship for the next time you want to talk to them yeah oh that's so true last webinar that you were on we talked a lot about HR having a seat at the table right and making sure that we're speaking the language of our CEO coo and CFO so completely I mean it just reiterates that point exactly you know we talk obviously from the HCM standpoint from the software standpoint that's obviously where we come from from workforce.com and we have seen a lot of stories of you know clients coming on and not realizing the importance of having all of their Tools in terms of their technology actually being able to communicate with each other right so we had a story with uh this brewing company called kilowatt Brewing they're they've been one of our oldest clients we've been with them forever and they weren't actually able to manage their absenteeism very well they weren't able to track data on this and it was really hard because their scheduling and their time and attendance system were separate right they were two different systems it was really annoying quite frankly for their general managers to actually be transferring over that data and to be consolidating all and sitting down and sometimes hours on end having to actually have it so they can report it to their SE Suite to their managers to their bosses right so obviously integrating the two with Workforce it was huge for them in actually having those analytics so easy to access and again cons validating that that is so big and making sure that hey this isn't going to take HR uh hours or maybe even a day or two to actually get this data pulled it's going to take a couple of minutes and that's exactly you know some of the tools that we have in our tool belt with Workforce in terms of some examples that you might have what are some organizations that have actually successfully um applied HR data to improve their practices and what are some of those key takeaways from The Experience if you can pinpoint a couple so you know a couple of pretty well known names in our world um do a very good job of spending those that time and resources on their HR departments on their human capital departments um so and they've learned some lessons that uh hopefully will you know trickle down to the general population and one of them um was Google um they utilize as we might expect uh HR data very extensively um they were engaging with um Employee Service surveys uh they were also utilizing their uh annual per uh performance review feedback to understand you know what's the psychology what is the happiness level of their employees and how does that how would that relate to Dollars and cents and they found that higher psychological satisfaction on these employees related to safety whether it was actually physical safety on site those you know warehouse workers that are working so hard with equipment and machinery um to you know personal satisfaction and safety of their own position and and especially in light of the you know the the the rampant layoffs that are going on how safe do I feel that I'm going to keep my job um and they performed better which is of no surprise uh they U encouraged their managers to be more supportive and that resulted in higher retention and productivity and they really trained their managers on uh encouraging open communication and feedback so that that cycle of information is always going and always providing that information to continually improve um IBM they were seeing an attrition problem then they did some surveying and they understood that their employees were really concerned about their Career Development where their opportunities for them to grow um they understood that these employees were concerned about that and were probably looking to leave for better positions and so they really dove into developing career paths for their employees and and especially as younger Generations join the workforce that's a focus it should always be a focus but it's a strong Focus for them you know what is my path and what are you going to do as a company to support that path and I'm going to stick around and it's going to have you know some really A reduced turnover they felt like they were listened to especially from you know a major corporation like IBM and there were also targeted interventions if they saw you know specific department or an employee really in in trouble they were taking the time to dive into that and understand what was troubling that employee and how they could fix it so that investment of time had a real strong Roi for them and know Netflix another one on the performance reviews they showed that what they had as a corporate culture was not being reflected in what they were hearing back on the performance reviews so they moved from formal evaluations to just ongoing feedback and communication and that significantly resulted it it resulted in significant improved compensation for the employees so nothing get catches an employees attention more than you know a bigger paycheck