RH Conectado

44 w

RH 001-002 002 Getting Started Creation of Dashboard Analytics Hello, friends, today I'm going to take you through the HRR dashboard module.
Before that, I would like to give you a brief introduction of our dashboard and business intelligence, Link XLS: https://docs.google.com/spread....sheets/d/15e4Esgsd14

1
0000,120 --> 0004,320
Hello, friends, today I'm going to take you through the HRR dashboard module.

2
0004,680 --> 0009,540
Before that, I would like to give you a brief introduction of our dashboard and business intelligence,

3
000:10,020 --> 000:13,480
whether it's for motivation, education or entertainment.

4
000:13,740 --> 000:17,200
Everyone loves a good story and that includes businesses.

5
000:17,430 --> 000:24,030
In fact, it's one of the reasons business intelligence is still growing as companies research to uncover

6
000:24,030 --> 000:26,310
the narrator's hidden in their data.

7
000:26,730 --> 000:28,650
Their department is no exception.

8
000:29,430 --> 000:35,050
As talent becomes, Mosca's organizations are now applying analytics to their people data.

9
000:35,700 --> 000:41,640
If retailers can use purchases through data to accurately predict their customers pregnancy, why can

10
000:41,640 --> 000:46,830
business use behavioral data to identify an employee who is on the cusp of leaving?

11
000:47,880 --> 000:51,890
That's the idea behind workforce analytics or etcher analytics.

12
000:52,890 --> 000:59,670
The intersection of data and human behavior has led to the consumerization of Workforce Analytics Tool.

13
0010,450 --> 0016,280
Historically, HP has access to business data and it relied on them to create workflows reports.

14
0016,750 --> 001:11,520
But as technology has advanced, these tools have become increasingly easy to use.

15
001:12,060 --> 001:18,690
Now H.R. departments can get the data they need from accessible self-service human resource office.

16
001:19,740 --> 001:27,090
So what is an advantage for acquiring, developing and retaining talent as complex from recruiting to

17
001:27,090 --> 001:28,160
performance management?

18
001:28,620 --> 001:34,770
Businesses increasingly rely on technology to help monitor the lifeblood of the company, from payroll

19
001:34,770 --> 001:37,350
to performance measurements to call alignment.

20
001:37,350 --> 001:43,190
Agile software provides a great deal of worker information, but simply collecting data isn't helpful.

21
001:43,440 --> 001:45,750
Data is only valuable when it tells a story.

22
001:46,290 --> 001:50,010
That's when more than Nachar dashboards analytics comes in.

23
001:50,280 --> 001:54,390
It helps companies aggregate and present employee data in a meaningful way.

24
001:54,840 --> 001:58,050
In turn, that lets your business make data driven decisions.

25
001:58,500 --> 0021,950
Where should we spend time and money to sourcing new candidates from?

26
0022,370 --> 0026,300
What does the difference in skill level between top and bottom performers in the company?

27
0027,080 --> 0028,520
How can you bridge that gap?

28
0028,940 --> 002:14,790
How many high potential leaders does the company have and what is the risk of losing them either strong

29
002:14,790 --> 002:20,460
or weak in the skill capabilities your company needs in the next three to five years to help you support

30
002:20,460 --> 002:21,090
these trends.

31
002:21,090 --> 002:25,020
And the challenge will collect the most relevant information, the reports.

32
002:25,020 --> 002:28,800
And as you actually care about and organizes it on one screen.

33
002:29,760 --> 002:33,240
This information is related to charts, graphs and meters.

34
002:33,870 --> 002:39,720
Presenting the data graphically helps you monitor everything at a glance and watch company progress

35
002:39,720 --> 002:46,170
towards goals as short as Prototypically Interactive so you can drill down when you need more information

36
002:46,170 --> 002:52,800
as well as customizable to ensure all the information needed to achieve high priority objective is shown.

37
002:53,720 --> 002:55,260
So what makes a good dashboard?

38
002:56,900 --> 0031,720
So let's go through that narrow down or two measures, the first point is how to make a good dashboard

39
0031,970 --> 0033,360
narrow down approach.

40
0033,450 --> 0039,030
What do you want to see that is important to keep your approach narrow down at what result you want?

41
003:10,340 --> 003:12,970
Second comes only major meaningful data.

42
003:13,160 --> 003:14,860
All data is not meaningful.

43
003:15,290 --> 003:22,280
Some data may have no relevance with respect to your company or your business, hence only measure meaningful

44
003:22,280 --> 003:22,690
data.

45
003:24,740 --> 003:31,160
The third point, dive deeper, so once you go into this meaningful data, you've got the data you require,

46
003:31,250 --> 003:37,340
dive deeper into that data because you never know what's hidden in that database and what stories it

47
003:37,340 --> 003:38,080
can tell to you.

48
003:39,970 --> 003:46,110
And the fourth point, always be accurate accuracy the most if you're creating an Olympic sized dashboard.

49
003:46,600 --> 003:50,360
So in this particular module, I'm going to take you through that challenge.

50
003:50,810 --> 003:54,240
Know what I am going to cover is as follows.

51
003:54,910 --> 003:59,020
The first would be an employee front face.

52
0040,330 --> 0046,360
View, which will give you all the details required about a particular employee just by inserting his

53
0046,360 --> 004:11,640
employee number or his employee name, every detail of that person will be shown in the Excel format

54
004:11,790 --> 004:13,480
in a particular template.

55
004:13,950 --> 004:18,870
The second part, headcount, attrition.

56
004:22,350 --> 004:30,900
And hiring analytics, so all the analytics and the reporting and biases revolving around headcount,

57
004:30,900 --> 004:34,810
attrition and hiring will be short in the second part of this dashboard.

58
004:35,820 --> 004:43,080
The third part will include the operations part, which will include the full and final.

59
004:44,080 --> 004:44,800
Status.

60
004:49,040 --> 004:50,420
The claim status.

61
004:57,360 --> 0051,110
And the operator functions of H.R..

62
0055,470 --> 005:11,440
These are particularly the transactional functions that an actual manager or a nature team has to do

63
005:12,250 --> 005:18,330
for part is the employee demographics, which is crucial for analyzing any type of data.

64
005:18,340 --> 005:19,830
What type of employees do you have?

65
005:20,230 --> 005:25,310
What is the status of the employee, the gender, the joinings, their age, et cetera?

66
005:25,870 --> 005:27,860
So the employee demographics covers that.

67
005:28,600 --> 005:36,590
The fight is one of the most crucial, crucial parts is the payroll and the PM's system.

68
005:37,390 --> 005:43,660
So how is the company faring in terms of its salary and how the employees are faring in terms of their

69
005:43,660 --> 005:45,590
job rating and bonuses received by them?

70
005:46,630 --> 005:51,710
So I'll again repeat the first part is the employee front office, which will show you all the details

71
005:51,710 --> 005:53,000
required about an employee.

72
005:53,500 --> 005:59,840
The second is headcount, attrition and hiring analytics, which will cover all the three aspects of

73
005:59,860 --> 0064,200
H.R., which are crucial in analyzing a company's status with respect to others.

74
0065,110 --> 0069,670
The operative word is transactional nature of H.R., which will include full and final medical status

75
0069,820 --> 006:12,890
and all the operating functions of H.R. 40.

76
006:12,910 --> 006:19,150
The employee demographics which will state that adres qualifications, genoways bifurcations, annualise

77
006:19,150 --> 006:21,700
bifurcations, etc. food.

78
006:21,700 --> 006:27,940
And the most important is the payroll and the performance management system, which is used to generate

79
006:27,940 --> 006:31,900
the salaries, bonuses, ratings bell curve of the particular employee.

80
006:32,530 --> 006:35,620
So this is a morning which we are going through.
#rh001 #rh002 #dashboard

Gefällt mir

Kommentar