Week 8 Informatics Discussion Essay

Week 8 Informatics Discussion Essay

Week 8 Informatics Discussion

The deployment of workforce analytics is changing human resource strategies in organizations as entities continue to leverage big data to make human resource (HR) decisions to enhance productivity. Workforce analytics focuses on data analysis related to employee through the use of advanced set of tools and metrics. The aim of workforce analytics is to recognize, quantify, and improve the role of talent as a way of attaining value creation and strategy (Huselid, 2018). The types of workforce analytics include employment engagement, training efficiency, churn rate and absence with each playing a critical part in offering insights into employee data.

Employee engagement enhances productivity, faithfulness and loyalty and a commitment. Engage workers have high levels of moral when conducting business ventures, especially in stressful situations. Since HIM, informatics, and analytics focus on the identification, organization and interpretation of data, companies can use employment engagement to assess or determine the management’s effectiveness (Levenson, 2018). Data attained through HIM, informatics and analytics roles can be utilized to create best strategies for enhancing employee engagement.

Training efficiency offers a fair understanding of the effectiveness of an organization in employee improvement agenda. The role of HIM, informatics and analytics is to analyze collected data to influence effective decisions, solutions and policies. Training efficiency can enhance performance and ability of people pursuing HIM, informatics and analytic roles as the effectiveness of employees has a direct effect on their productivity.

The churn rate entails understanding the number of employees leaving an organization. Organizations can use churn rate to determine the level of engagement of employees in an organization.  A low turnover rate is an indication of a health work culture. Absence is a workforce analytics that allow HR teams to understand the health of employee culture (Huselid, 2018). Through HIM, informatics and analytic roles, organizations can leverage the data to have a better insight into absenteeism challenges and propose a viable solution.

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Huselid, M. A. (2018). The science and practice of workforce analytics: Introduction to the HRM

special issue. Human Resource Management, 57(3), 679-684. https://doi.org/10.1002/hrm.21916

Levenson, A. (2018). Using workforce analytics to improve strategy execution. Human Resource

            Management, 57(3), 685-700. https://doi.org/10.1002/hrm.21850

W8: Workforce Analytics
Workforce analytics is a common approach to business operations because it is based on the analysis of employee and staff data. This approach can help businesses find answers to key workforce and workflow challenges, and solutions. Research the types of workforce analytics and discuss how they can be applied to common HIM, informatics and analytic roles.

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