6 Pillars of Relational Analytics and How It Differs from People Analytics


Relational Analytics
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People analytics focuses on workforce attributes. These traits and stats are insufficient to know how efficient an employee is for the culture. The attributes will only tell the individualistic view of the hired employee. 

Investments in HR relational analytics are necessary to judge a particular employee’s overall effective work performance. Relational analytics might come across as a fancy word to many new HR executives and associates. 

However, relational analytics talk about different ways an emerging HR technology like uKnowva revamps an employee’s lifecycle. It helps HR leaders to discern multiple factors related to their team members’ communication, persuasion, and other collaborative skills.

You get the right picture of HR relational analytics from the six pillars discussed below. Also, know how it differs from people analytics by understanding these pillars in this blog.

6 Pillars Of Relational Analytics:

Ideation

The uKnowva HRMS must include identity employees who bring new ideas whenever required. A firm has to have these idea masters in their firm. When they bring new ideas, there is a novelty in teams.

Introducing new plans, strategies, or tactics often stirs team members’ interest and attention. Employees bringing new ideas indicate their interest in a particular field or topic. It shows such people have high self-worth, attachment, and involvement in their job. 

These people are creative, and working with them is helpful for other members to sharpen their intuitiveness. 

To gauge this data as a strong pillar of HR relational analytics, the team set up suggestion boxes in their HRMS. The ones who contribute the maximum get rewards and appreciation from their teams on time. 

Influence

Knowing which employee is influencing other team members’ behaviour is essential as another pillar of relational analytics. It is a superior trait of a true leader and influencer. This trait shows that people in a team are listening and attending to the directions of this person. 

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Such employees handle tougher challenges and meet goals like true achievers. They know how to lead people in a particular direction. Giving them end goals is helpful for organisations to reach a specific point.

Influential employees can be great team leaders. The uKnowva HRMS has performance management functionality. It updates as per the latest HR trends to make the user experience smoother. 

Managers use the PMS function to know which employees are achieving or overachieving their goals in teams. This will help them allocate tougher projects better and show them how to optimise human resources without increasing costs.

Employees with influential personalities can be changemakers. Managers have to monitor their impact on team performances carefully without micromanagement. Because if influencers have burnout phase episodes, so will their team members. 

In contrast, if influencers have enough motivation, they channel the same to their fellow teammate and deliver goals before time. 

Efficiency

Efficiency is another smart pillar of HR relational analytics, which depicts how often employees deliver their projects on time. Again, a PMS helps discern the same figures. Employees who are self-serving and self-reliant often deliver their work on time. 

They do not hesitate to ask for help to complete more demanding projects or tasks on time. Honest communication and opinion matter to them, and negative feedback does not motivate them. Efficient employees can become influencers later on with consistent practice. 

Future HR technology like uKnowva HRMS assists team leaders in defining efficiency terms. Each company has different measures, goals, and deliverables. Some are flexible, while others are rigid because of the reputation and cost involved. 

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Innovation

Relational analytics derived from the trusted HR tech is incomplete without diagnosing the innovation of each team. Without knowing how innovative each group is, the organisation can’t move ahead and cut out the competition. 

Innovation must be a practice for each team to walk out of the mainstream strategies. Being innovative teaches the team to be creative, follow up with HR trends, and never fear necessary organisational change.

Innovative teams are reliable in applying a different approach to the same problem. These are primarily found in the R&D departments of a firm. Otherwise, team leaders often have innovative sessions and team-building activities on the uKnowva social intranet. 

It helps them bond and trust each member better. Without that bond, collectively becoming innovative as a unit is as challenging as a feat. C-suite management trusts creative teams more for bringing digital transformations in the culture and processes. 

These teams direct employees to not fear transformation with the emergence of the newer HR technology

Silos

Another aspect of HR relational analytics you cannot miss is the information silos. A creative, innovative, equitable, inclusive, and diverse firm mustn’t allow silos to form. 

The modern HR tech helps discern where the information silos lie at present in the firm. The system gives you the reasoning for the same. It could be because of a shortage of manpower. Next, it could be a deficit of the required skill set, tech tools, finances, or expertise. 

Whatever the incident is of these silos, managers must ensure to provide them with enough opportunities to co-create and collaborate. The uKnowva intranet is an intelligent way to digitally transform their work process and direct them to delegate lengthy work. 

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HR leaders must teach their teams the intranet’s benefits to eliminate information silos. That way, there will be no micromanagement. Workforce efficiency automates when silos start sharing relevant information and trust their team members for privacy and objective input.

Vulnerability

Organisations must know their vulnerabilities: employees they cannot afford to lose. This factor impacts the HR relational analytics dashboards and overall team performances. Losing an important employee means loss of business, reputation, and culture. 

To negate the impact, HR leaders ensure that their most important employees get the best services. That includes the best culture, right tech tools, learning and growth opportunities, and challenges to meet and conquer.

These employees have a high sense of achievement. Most often, these are in the C-suite levels. Otherwise, the rest are consultants, domain experts, senior executives, etc. They know the company culture inside and out. 

Their business growth expectations are serious, purposeful, and based on industry knowledge. They are specialists in their chosen field. Keeping them in the firm is difficult without implementing uKnowva HRMS as a holistic approach.

Conclusion:

HR relational analytics differs from people analytics, at least at 6 levels discussed above. You know how relational analytics reforms and readjusts with fluctuation in the 6 pillars above.

Maintaining the base of these 6 pillars is a feasible and cost-effective affair while using uKnowva HRM solutions.


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Abhay Singh

Abhay Singh is a seasoned digital marketing expert with over 7 years of experience in crafting effective marketing strategies and executing successful campaigns. He excels in SEO, social media, and PPC advertising.