Here’s the scenario: You’re sitting at a board meeting, feeling confident about the presentation you just nailed. But then a board member asks a question involving employee data you haven’t looked at or prepared.
To achieve the latter of the two responses, you need a people analytics platform.
Luckily, you don’t have to wait months to choose the best technology and import your people data. In fact, with the right platform, you can create a dynamic org chart in less than 20 minutes and begin making people decisions quickly and easily.
Not sure where to start? Below are four ways you can immediately use your org chart so you – and your people – can benefit from a holistic view and understanding of your workforce.
The old way of workforce planning was manually building charts and copying and pasting data, which likely ate up hours from your day. Now, with an automated people analytics platform, you can spend your time doing what you actually love: supporting your people.
Besides having a dynamic view of your organization, a modern platform will allow you to run reports that encapsulate the intersectionalities of your workforce, therefore helping you make informed decisions.
After setting up your people analytics platform, use it to:
Ultimately, by visually capturing snapshots of your workforce, you can make decisions quickly using real-time information without digging through spreadsheets or folders.
With ChartHop Basic, you can segment your headcount by a variety of factors to ensure you’re hitting your goals.
Have you ever tried to compile your people data from different sources? It can be a nightmare. According to a data analytics survey by 1Path, 75% of respondents spend at least 132 hours every year on data maintenance and systems.
While your first thought may be, “Wow, 132 is an incredibly specific number,” your second is probably along the lines of, “What else could those People Leaders be doing with that time?”
The right people analytics platform seamlessly integrates with your pre-existing HR systems to reduce time spent on manual work and provide a single source of truth for your people data.
ChartHop seamlessly integrates data from your HR tech stack into your org chart so it is always up to date.
Just think of the possibilities if you could view your employee profiles next to information generated from payroll, equity, benefits, recruitment software, and communication platforms. Instead of scrambling to find up-to-date metrics before a presentation, you could spend more time analyzing insights to drive real action.
In short, to make the most out of your people analytics platform, sync your HR tech stack. By doing so, your generated reports will show the full picture of your people data, leading to better insights and decisions to help your business move forward.
Changes in your workforce impact your processes and systems. So how do you keep up?
As your company shifts, you need to formalize your performance management strategy. Standardization helps ensure your company’s performance management is fair and equitable across teams, and it also establishes a consistent and objective review process for in-person, hybrid, and remote employees.
Fortunately, people analytics platforms with manager and employee tools allow you to do just that. Leaders can transform their performance management with a people analytics platform by:
It’s easy to see how these formalized processes benefit employees as well. When you formalize performance management, your reviews are more transparent and less prone to recency or performance bias. Furthermore, giving your people access to their personalized performance plans, compensation package, and past 1:1 check-ins helps create a stronger and more successful employee experience.
ChartHop’s standardized performance review templates allow both managers and direct reports to be on the same page, week after week.
If you’re scaling and leveling up your processes, consider a more robust solution. Check out our packages and features here to determine which one is right for you.
Work moves fast. Unfortunately, when companies begin to scale or reduce their workforce, that initiative usually becomes the focus, not the employees or your company culture.
So while your people analytics platform can be a one-stop-shop for people data, you should also use it to create a feeling of connection and engagement among employees. One way to do so is by building your Employee Directory, which captures birthdays, work anniversaries, About Me profiles, and even your people’s locations on a map. (This type of map feature is also a helpful tool for contingency planning so that People teams can respond to critical needs.)
Additionally, when your employees can access this information – and know who sits where within the organization – they’re better able to connect with the right person to get the job done.
By prioritizing your workplace culture, you’ll signal your appreciation to your current employees, which can help retain talent and create a place where new talent wants to work.
Employee Directory features, like the ChartHop Map, bring visibility to your people and help everyone stay connected.
Just having a people analytics platform isn’t enough. To make the most of it, you actually need to use its features in order to visualize metrics to make data-driven decisions, create a formalized performance management strategy, and engage your employees no matter where they’re located. And by proactively choosing to use its capabilities, you’re setting your employees and business up for success, now and in the future.
There’s a lot of technology choices out there. Make sure you’re investing your time, energy, and resources into the right ones. Read The Ultimate HR Tech Buyer’s Guide to see if your current tech stack is aligned with your company needs and goals.Read The Ultimate HR Tech Buyer’s Guide
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