The Benefits of Real-Time HRMS Analytics to Managers
As an HRMS Manager you’re always challenged to get the appropriate information to the right people, just in time. Fortunately, many of the current generation of HRMS already have a multitude of fields in place, or at least a foundation or functional area where you can build it if not. The challenge still remains, however—what information is relevant? What do we need to get in front of a manager to enable better decision making? What are the benefits which these real-time HRMS analytics give us anyway?
Many of your managers are used to real-time environments; social networking trends keep us informed of everyone’s latest activities while in the office. Few HR systems are leftover dinosaurs that compile and refresh once a day like in earlier times. We’ve slowly introduced managers to manager self-service, and most have taken to it quite readily. If anything, we need to provide more data to allow them to make better decisions and be a part of more complex HR processes.
Intelligence For Your Business
For example, managers often take a strong interest in the hiring process, reviewing candidates via online systems. When it comes time to consider salary and benefits, managers need HRMS analytics at their fingertips, rather than it being hidden away behind an HR curtain of secrecy. Embedding real-time analytics in a hire process, for example, may see a manager decide upon a new recruit’s salary. To enable the manager to make this decision, we need to provide data, such as the salary ranges for the location. As well, we may want to offer comparison points, such as the salary of the other direct reports and where these employees fall within the range. We don’t need to provide every salary range, but by targeting the specific, highly relevant HRMS analytics, we’re able to enable that manager to perform this task.
Real-time analytics should also be predictive, a means of providing intelligence to the business. If a system knows that an employee is paid below the range while having above average performance reviews, it can use this data to highlight this discrepancy on a manager’s dashboard. Rather than HR having to scour HRMS reports for trends, or worse, a manager to find out an employee feels unmotivated to the point where they resign. Real-time analytics can enable a manager to not only make better decisions, but to pre-empt possible issues when still avoidable. If you can integrate and embed these real-time analytics into your HRMS, you will be ahead of the game as an HRMS Manager.
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