For more than a year-and-a-half, HR teams have been dealing with fallout from the pandemic, including seismic shifts in how and where work gets done and a transformed workplace that requires new skills and employee experience initiatives. HR also has been handling recent political and social upheavals that have significant implications for the workforce, including the #MeToo movement and demand for social justice and equality in the wake of George Floyd’s murder and Black Lives Matter.
Seventy-five percent of companies are using technology solutions for managing employee relations–an 11% increase from 2019–allowing them to create employee data repositories and gain better analytics capabilities. But now they must take the next step and use this data to drive decision-making, ensure access to reliable insights and effect meaningful change. Organizations need to rely on that data to establish goals and provide context for future direction in order to obtain leader buy-in and support. It’s also important to leverage the data to illuminate patterns and trends that require action in order to build trust with employees and address issues.
