Recently, president Tina Hamilton, PRH, SHRM-CP, was interviewed for a new American Express Open Forum article by Mark Henricks on the role of data in the measurement, tracking and analysis of employee performance. Business owners who are successfully harnessing the power of data are finding it a valuable tool in improving productivity, facilitating better decision-making and increasing employee retention.
Hamilton’s comments cover a wide range of data types that employers find useful, and she also explains why there is no one-size-fits-all system that works for every business. In addition, she covers what types of analytics are currently hot, and what types are not.
From the article:
Different job descriptions may also demand different data.
“If you’re hiring for management and you’re hiring for hourly, that’s going to be two different situations completely,” observes Tina Hamilton, president of myHR Partner®, an Allentown, Pennsylvania, human resources outsourcing firm.
Customers can contribute net promoter scores to evaluate employee performance. Customers are asked how likely on a scale of 1 to 10 they are to refer others to the company. Answers from 1 to 6 indicate customers likely to spread negative word of mouth. Scores 7 and 8 suggest satisfaction but not enthusiasm. Nine and 10 identify loyal fans.
Net promoter scores are hot right now, Hamilton says. One company she works with has a simplified net promoter score with a happy or sad face on the company’s web site.
“All the client has to do is click it,” she says. “So they’re constantly keeping a running tab on how employees are doing.”
Another popular data point are 360-degree assessments. These use anonymous feedback about individual employees from peers, supervisors and others. HR software can automate distributing surveys and gathering and tabulating answers, which typically include ratings on a scale.
You can read the whole article here.
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