How PeopleCube helps solve Employee Engagement and Culture Issues in an Organisation? - Peoplecube

It's the Holiday season, the year-end, and post that many companies returning in the New Year will sound the bugle for an Annual Employee Survey or Climate Survey. Most will drive it through their HR and the rest will rope in the services of Employee Engagement Software (EES) companies.

Employee Engagement Software

Driving through the traditional methods by HR is quite laborious, takes time to collate, collect and analyze. These reports are more Descriptive in nature i.e. just explain the Status Quo. The next steps get stretched out over months thereby diluting the impact of the feedback. But the advantage of this process is that they try to capture as much ‘People Data’ as possible.

EES companies support the quick publishing of surveys, faster collation, and collection of information and easy display of reports and dashboards. But there are some limitations :

1. They are limited in their set of questions and their scope. Pulse surveys are generic and very limited in scope.
2. Insights of the reports is seldom explored and presented. Mere dashboards with no subsequent action plan or recommendations.
3. No connect with Business Strategy and Business outcomes. Just the mundane rhetoric that it helps save attrition.
4. No continued association over the long term to facilitate implementation and to measure the outcome correlations.
5. Most outputs are descriptive to prognostic in nature with no predictive capabilities.

PeopleCube’s Employee Engagement and Culture software:

• Differentiates between Culture and Engagement and measures them objectively using Statistical and People Science-based attributes.
• Develops a Maturity Model and Roadmap for Implementation of the recommendations with an action plan.
• It is the only model that connects Business Strategy - Culture – Engagement.
• Advanced Patented Engagement 3.0 model that incorporates Holistic, Pulse and Nudges to overcome biases.
• Facilitates continuous measurement of C&E to augment business outcomes.

Happy Holidays!

For more information please visit www.peoplecube.ai

Contact PeopleCube:

Phone number is +91- 8618208345 for India,
Website :https://www.peoplecube.ai/
Email : prahaladk@peoplecube.in

The Importance of People Analytics to an Organisation – Peoplecube

People Analytics

Global Surveys have shown that 90% of the CHROs worldwide are now focused on developing a data-driven HR. For this purpose, they are streamlining their processes, reducing the workflow touchpoints, centralizing data storage & reporting and being more humane in employee relations. To facilitate they have invested in enterprise software (or variants) to run the HR function end-to-end.

With this available data, most of their analysis have yielded results to develop over-the-top reports and dashboards. But the insights were missing! This was because HR lacked data analytics capabilities and how to correlate it to Business outcomes.

The next phase was to analyze this collected data and Predict on possible outcomes like Attrition.

Though some success was met with, but it could not help the organization holistically.

The data collected was more transactional in nature, like, tenure, education, a span of control, promotions, salary hikes, bands, etc and completely lacked the ‘Human’ aspects.

As a compliance most companies also conducted Annual Surveys but never realized the potential or could not translate it to improve the prevailing circumstances.

People Analytics

In the last 5-6 years, CHROs and the HR fraternity realized that they cannot solve a Business problem with HR data. They needed Business Data to solve business problems.

Most Business problems are related to some of the other asset/investment i.e. Capital, Inventory, Promotions, Equipment, etc. The most important asset People, though, was never part of the Strategic discourse.

Since People as an Asset drive the other assets it’s important to tackle this before tackling others.

But People as an Asset cannot be measured with mundane transaction data, rather we need to look at what impacts this ‘Emotional Entity’.

Hence it becomes imperative to capture information that is People Oriented and not just concerned with their transactions. E.g. How does the Manager treat an Employee, Does the Management ‘Walk the Talk’ etc.

Research has shown, statistically, these attributes impact people more than their next salary hike or training session.

Armed with this ‘People’ information, Organisations can now predict how they can proactively act on Attrition, Productivity, Customer Satisfaction, Revenue, Innovation etc business issues.

Right Implementation of People Analytics has resulted in

• 3X earnings per share
• 22 percent higher profitability,
• 21 percent higher productivity,
• 10 percent higher customer engagement,
• 25 percent to 65 percent lower turnover,
• 37 percent lower absenteeism,
• 28 percent lower shrinkage (theft), and
• 48 percent of fewer staff safety incidents.

Finally, embracing People Analytics at the earliest will facilitate the organisation to seamlessly move into the new era of the Future of Work!

Contact PeopleCube:

+91- 8618208345 for India,

1 (424) 335–8777 for USA

and +61 406 537 297 for Canberra, Australia

Website : https://www.peoplecube.ai/

Email : prahaladk@peoplecube.in

What Impacts Employee Engagement and Culture in an Organisation ?— PeopleCube

PeopleCube - Culture and Engagement are used synonymously but they are different dimensions of People Impact to an Organisation. Culture sets the Environment in terms of Values and Norms, whereas Engagement indicates how an employee commits to his/her work. It’s important to identify how each element works and how they are measured.

Both are accountable across the Echelons of an Organisation, with Culture more inclined towards the Upper Echelons and Engagement more towards the Manager levels.

Employee Culture Survey

Culture is measured along the following parameters:

1. Collaboration — Not just teams, but across business units and outside the Organisation

2. Empowerment — How the employees are allowed to take decisions

3. Integrity — Corporate Governance, Values and Ethos

4. Leadership — Does the Management ‘Walk the Talk’

5. Learning Organisation — Does the organisation create an environment of ‘Continuous Learning’

6. Strategic Direction & Intent — Do employees know their Organisation Strategy?

7. Team Management — Are teams preferred over Individuals?

8. Work Ethos — Fairness, Trust and Performance driven

Engagement is measured along the following parameters:

1. Agility — Changing with the market dynamics

2. Autonomy — Taking decisions without much upward consultation

3. Customer Orientation — Managing customer needs and expectations

4. Learning Development — Are employees learning and growing regularly?

5. Management — How the Mid to Senior Management with the immediate managers influence the employees

6. Motivation — Are employees motivated to bring 100% to their work?

7. Operational Efficiency — How is the work getting executed at the ground level?

8. Performance Management — Is the Performance of an Employee aligned with that of the Organisation?

9. Purpose — Are the Employees aware of there and the Organisation Purpose?

10. Team Work — Do the Teams nurture or neglect their members?

Understanding C&E along the above parameters gives a clear picture of how things are in an organisation and how one can improve C&E.

Contact PeopleCube:

Phone number is +91- 8618208345 for India,

• 1 (424) 335–8777 for USA
• and +61 406 537 297 for Canberra, Australia
  Website : https://www.peoplecube.ai/
  Email : prahaladk@peoplecube.in