Looking Back to See Ahead: The Predictive Power of HR Case Management Analytics



In Ernest Hemingway’s The Sun Also Rises, one fellow asks another: “How did you go bankrupt?” The man answers, “Gradually, and then suddenly.”

The same could be said of many of the most volatile, hot-potato situations you face as an HR leader. Even flare-ups that appear to come out of the blue — a breach of company policy that puts the organization’s brand at risk, a seemingly sudden lack of productivity in one sales department — are really just the straws that broke the camel’s back.

Before these more obvious turning points were reached, an entire series of events had occurred. Those events may not have seemed related at the time. In fact, you may not have even been aware of them as they occurred. Never mind being able to connect the dots to predict what may happen next or prevent a worst-case scenario.

While many of those straws that led to breaking the camel’s back were actions taken by individuals, they most likely were accounted for and reported somewhere in the myriad communications, reports, and other processes within your HR help desk. That means something that reflects these seemingly unrelated dots lives in your system as data — as points of information for analysis.

In fact, a highly featured, automated HR case management solution can give you analytics that help you see trends and patterns in countless corners of your organization as they are occurring. In response, you can be proactive, offer recommendations, and make changes to policies, documents, and processes going forward.

For example, LBi HR HelpDesk offers powerful HCM reporting and analytics that give HR administrators a complete historical view of every interaction between HR and employees. This can minimize personnel disputes and expensive legal actions while providing valuable insights into your employees’ attitudes and concerns.

With the right analytics, you can pinpoint employee concerns that may explain a drop in sales in one department. You can see which policies are being implemented consistently — and which are not. And you can begin to learn why the differences exist. You can get key HR metrics, including data that identifies the reason for each call to HR, how long the call lasted, how long it took to resolve the case, and more.

A manager dashboard with drill-down capabilities and flexible reports with detailed analytics and metrics give HR and leadership even more insight into what is happening in the organization today.  You can see the trends before you’ve overburdened your camel’s load.

  • Tom Spencer says:

    Big Data Analytics can help identify trends and patterns and give you the time to stop issues before they escalate. They key is you have to use data and look at the reports. It won’t do it for you.

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