As the world of work is changing faster and faster, Human Resources Departments find themselves confronted with multidimensional complexity and face real challenges related to employee loyalty and commitment, the recruitment of new talent, the optimisation of HR processes and the digitalisation of the HR function.
The HRD job is based on three periods of the employee’s career followed by precise indicators
- Joining the company: attractiveness and recruitment
- Life within the company: payroll, commitment, mobility, training, interviews, diversity, equity, social balance sheet, etc.
- Employee departure: turnover analysis
Talentia’s HR Intelligence offer enables HR managers to benefit from dashboards that translate reality into figures to optimize the management of resources, skills and talents. HR Intelligence allows to maximize the management of human capital.
1) Delivers more than 100 HR INDICATORS from the most basic to the most complex:
- HR performance
- Payroll administration
- The well-being of employees
2) Simplify the completion of the SOCIAL BALANCE SHEET
- Between 120 and 140 mandatory indicators to be provided in a legal framework
- Basic or Ready to use in Talentia solution
3) Automate the calculation of the MEN/WOMEN EQUALITY index
4) Eliminate payroll errors with PAY CONTROLS
These 4 points enable HR managers to receive all the automated and automatable indicators enabling them to build their own dashboards around HR performance, payroll administration and employee well-being. The objective is to use these indicators to define its entire HR policy and strategy and to simplify tedious tasks.
Indicators associated with HR performance
Today’s HR managers are forced to make quick decisions and need instant knowledge on certain subjects. The management of HR strategy is therefore increasingly based on precise data. To meet this need, HR decision-makers will rely on so-called analytical indicators.
- Recruitment monitoring
- Skills and Jobs Mapping
- Management of interview campaigns
- Budgetary development of the training plan
- 9 boxes and talent gauge
- Analysis of objectives
- 6-year review
For situations related to the company’s HR performance, these indicators will enable strategic management by defining and guiding the HR policy to be adopted.
Administrative management indicators
Generally, Administrative management is the first area selected by HR decision-makers for the implementation of HR indicators. Often generating costs, the analytical data will allow them to be optimised. Administrative management can also be a source of dissatisfaction for various internal company players. The implementation of these different indicators will allow a certain fluidity in the transmission of information between the different actors of the company.
- Number of employees, geographical distribution and distribution by type of contract
- Age pyramid
- Seniority pyramid
- Family situation
- Hard Skills
- Absences and leave
- Termination of contracts and probationary period
The objective of these indicators is to give operational staff the means to improve their productivity.
HR Intelligence: Precise and reliable indicators
The Web 2.0 interface and the implementation of a full web BI middleware allows the real-time distribution of performance indicators in the form of tables, analytical and cartographic dashboards, and the availability of a single, coherent, enforceable, validated and regularly updated data source.
HR Intelligence enables HR teams to save time in analysis and operations by limiting data entry and re-entry, multiple queries and extractions. Finally, the set of analytical indicators will enable HR decision-makers to position themselves on the 3 levels of management: operational, measurement and planning.
In this context of growing HR complexity, Talentia offers its modular HR Suite to ITEs. Talentia HR Suite is a complete and integrated solution providing all the essential building blocks for optimizing HR processes: payroll and personnel administration, recruitment, onboarding, time & activity management, performance & skills management, and training and development.