Baseline HR Data

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Contents

Overview

Baseline HR data is the key information or database that an organization maintains about its primary resource—its people. The statement that people are the key resource and the determinants of an organization’s success is clichéd, but true nonetheless. It is necessary to ensure that HR data encompasses the entire relevant workforce which includes temporary employees, consultants and any other types of workers, which may not necessarily be on standard working contracts. If there are partner organizations whose input and performance affect an organization’s function, relevant data must be gathered from them as well.

Role of Baseline HR Data in Decision Making

The baseline human resource data is a vital component in effective decision making. When reviewed in tandem with financial data and business strategy and goals, it can help management see its assets and constraints clearly and subsequently arrive at better planning and decision making. Only the initial process of data collection is tedious. It is then switched into an ongoing revision mode where changes are tracked and required data changes registered.

The baseline data includes employee demographics—job title, department, age, sex, gender, nationality, ethnicity, disability if any etc. It is vital as a company to maintain consistency in recruiting from all sets of potential employees and project itself as an equal opportunity employer. Having strong baseline HR data can ensure that healthy levels of diversity are maintained in keeping with government directives and regulations if any.

Application of Baseline HR Data

Baseline HR Data also usually provides comprehensive information about education, skill sets, previous experience, tenure with the organization, job profile, compensation history, experience within different functions of an organization, and any learning and development modules/training sessions attended etc., for employees. This data is vital in determining the current abilities and existing contribution of employees to the organization. It is also helpful in determining the current workload of the employee, whether any services are being duplicated or can be automated. This data can also match jobs to existing skills and help identify any skill gaps. Management can then plan developmental and training interventions to bridge the gap. It may not only be to bridge a current gap but also in preparation to meet a future need, should the organization’s strategy call for it. If data regarding skills is missing or has not been updated, instituting performance appraisals is a good way to gather this vital input.

The baseline HR data also shows the amount of workers who may not be on standard contract with the organization. Having this data ready at hand makes it much easier for a cost-benefit analysis to be carried out.

Baseline HR Data and Intelligent Software

Managers should be able to collate this data and identify new trends to the organization’s advantage. Baseline HR data can be processed using intelligent software to visualize scenarios where resources are optimized in the best possible manner. Workforce remodeling can be carried out without sacrificing any crucial parameters and can eliminate the possibility of human error. It is a tool that helps keep the right person in the right job and bring about maximum productivity.

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