More Transparency In Human Resources: Facts Instead Of Gut Feelings

Human Resources

Do you know which channels the most promising applicants use to find you? And what recruiting costs are associated with it? Can you say how high the sick leave rate is in the individual departments – and draw conclusions about your fluctuation rate from this? And do you know reliably how you can actively contribute to the satisfaction of your employees in order to retain them in the long term? HR decisions are often made instinctively. Too often.

Key Figures Are Important, But In Short Supply

Intuition is an important leadership quality. But as in other important business areas, companies can no longer avoid well-founded facts in their trend-setting personnel processes. While purchasing and sales, product development and marketing rely on key figures for their work, HR often has no KPIs at hand. When it comes to recruiting alone, 60 percent of companies have so far dispensed with controlling. This is all the more remarkable since companies have the time-to-fill – i.e. the duration of the Job posting until it is filled – see it as the most important recruiting key figure. The costs of hiring (cost per hire) and the number of qualified candidates per recruiting channel also play an important role.

However, it is not only recruitment that can be specifically controlled using key figures. All other HR areas also require a valid data basis. From personnel planning to employee development and downsizing, transparent decisions are only possible on the basis of key figures. And transparency is becoming increasingly important, especially in HR.

Transparency Makes HR Decisions Understandable

Against the background that HR work is increasingly changing from an administrative to a strategic business unit with value-adding tasks, HR must also place its work on a new, number-based foundation. Only in this way can it act economically and act with foresight. Transparency in HR management is the most important prerequisite for this. This is the only way to optimize existing processes, plan budgets realistically and develop a future-oriented HR strategy.

The Employee, The Unknown Being?

It is important to set the same standards in human resources as in customer relationship management. While there is often talk of “transparent customers”, from whom master data and customer history are collected as well as shopping behavior and personal preferences, the employee is still an unknown being in many places. What drives him? How is he motivated? What does he do in his free time? What are his strengths? And what are its weaknesses?

Become a connoisseur of your employees! Find out what makes each one of them special, what values ​​they have and where and how they contribute to your company. In doing so, you not only show your staff respect and appreciation, but also get to know the individual levers with which you can motivate your employees to perform at their best and bind them to you. Software-supported HR software helps you to keep track: It supports you with the right key figures over the entire employee life cycle and contributes to transparent HR work with exact, up-to-date and homogeneous data.

Also Read: How To Communicate Effectively In A Job Interview

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