About Prabhakar Pandey

Prabhakar is an HR Analytics, Business Intelligence and Reporting solution design expert with over a decade of vast and rich experience besides working with leading organizations with impeccable track record. He is trained in analytics from IIT Bombay and Indian Statistical Institute, Bangalore. He has done his Executive Program in Business Management from IIM Calcutta and MCA from SMU. He is also a Certified Application Associate in Business Intelligence NW 7.0 from SAP. Out of his incalculable and intensive experience in deploying and managing HR Analytics, Business Intelligence and Reporting services, he aims to share his knowledge via blogging platform.

Multiple Generation at Workplace – Is it a Windfall or Affliction?

Suppose you have been given a responsibility to hire employees for a fast food company, “Which age group/generation employee would you prefer to hire?”

Well, hold on your answer until you read the next paragraph to see if you are aligned.

A Research by McDonald’s in the UK has revealed that people working in a multi-generational environment tend to be 10% happier.  McDonald’s research also found that 58% of workers felt it was a priority to have an opportunity to work with people of different ages. This was more important for those born between 1900 and 1964 (a priority for 67%), and 16-year-olds (a priority for 57%). It is always rewarding to have a diverse age group population working for your organization since they all bring value addition in a unique way.

Let’s discuss the different generation which you will come across while working within the organization. There are typically 4 types of work generation you usually interact at workplace including those who just passed out of college and joined or those who are in the 60s are semi-retired and then we have the generation who are straddling between the new world and old world.

Most of us have suffered this age discrimination, have not you? The fact is every generation has something unique to offer. The purpose of this article is to remove prejudice towards different generation and understand the importance of having a mixture of age group within the team. Employee Generation is certainly a Windfall for the organization if they are understood and valued properly. 

My recommendation for HR / People Analytics team is to always consider the above factors when they do their analysis on employee data.

Look forward to your input/ Experience on the subject.

Top Recruiting metrics every Talent Acquisition leader must track!

Your company is as good as the people it keeps, and the responsibility to bring good people is primarily given to your Recruitment and HR Team. Hiring best-fit candidates in the stipulated timeline have always been a difficult task for many Organizations. This is important for any talent acquisition leader to keep track of these recruiting metrics to be aware of the situation and take action to improve the overall recruitment processes.

Six Stages of HR Analytics Team Maturity – Demystified

In today’s fast-moving and competitive environment, to succeed and help the organization grow faster, most of the HR leaders and top executives are taking HR Analytics seriously. Organizations are aware it’s people who bring success to their business and that is why HR Analytics Team maturity stage plays a big role in yielding the positive outcome. There are six stages of HR Analytics Team maturity level which we will demystify in this article.

So, the question is at what stage, we should consider that an organization is serious about HR Analytics Journey?

“It’s a decision of an organization to move from Silo to HR Analytics CoE (Centre of Excellence) is the first step towards HR Analytics Maturity”

“It’s a decision of an organization to move from Silo to HR Analytics CoE (Centre of Excellence) is the first step towards HR Analytics Maturity”

The below picture illustrates the six stages of successful HR Analytics Team:

Six Stages of HR Analytics Team Maturity

Redefine Your Employee Survey for better HR Analytics!

This write-up gives a clear insight into how redefining employee survey at each stage of their important lifecycle can be of advantage to the HR Analytics team and overall organization. I usually call these employee satisfaction and engagement survey data as Goldmine data for HR Analytics.

Most organization depend solely on the annual employee survey and they wait for an entire year to know the peak actionable. HR Analytics team works with the limited data set for their prediction and other analytics due to unavailability of granular level data since such surveys are conducted by third-party.

I will begin by differentiating between ‘Employee Satisfaction’ and ‘Engagement’ as many a time there are misconceptions that they both are the same.

  • Employee Satisfaction: This measures the employees’ contentment with current job and work conditions which are different from how much effort they are willing to put on either to meet or exceed the goals.
  • Employee Engagement: This measures the employee’s self-commitment, how far or at what extent they can go to achieve the goal set by the organization.

It is a well-known fact that Employee Satisfaction leads to Employee Commitment, Employee Commitment leads to Employee Engagement and Employee Engagement turns into Business profitability. Agreed?Furthermore, according to Corporate Executive Board the 10:9 rule states that every 10% improvement in commitment decreases an employee’s probability of departure by 9% while the 10:6:2 rule states that every 10% improvement in commitment increases employee’s effort by 6% and every 6% increase in effort increases employee’s performance by 2%

In addition, Gallup (2012) said that only 30% of employees are engaged at work and Only 45% are satisfied with their job according to the result of the survey conducted by the Conference Board in 2010

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The Beginner’s guide on HR Analytics

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