People analytics, or metrics, is the analysis of people-data used to solve business problems. HR analytics uses data such as payroll and absence management, together with business information, e.g. operational performance data. These key performance indicators are being used in many organisations to help gain insight into an organisation’s workforce to, for example, improve recruitment and employee retention, get better-engaged employees and/or enable data driven decisions resulting in a more successful organisation. In a nutshell, metrics drive improvement and help organisations focus on what is important. Metrics should support and reflect strategy within the business and can help the company prioritise on what is important and formulate what success looks like.
There has been a lot of noise around the gender pay gap reporting recently with the closing deadline just gone. There has also been a lot of confusion around what it actually is. The gender pay gap isn’t indeed synonymous with equal pay. In a nutshell, the gender pay gap is the difference in the average earnings between all men and women in an organisation whilst equal pay is the difference in the actual earnings of men and women doing equal work.
More and more, flexible working is proving itself to be a real benefit to employees. It’s also something that isn’t usually offered by businesses, especially at recruitment stage. Timewise recently surveyed job adverts and found that only 1 in 10 mention flexible working as being available to applicants. Once employees are in post, employers are also often concerned to give in to a request of flexible working as they fear a snowball effect among their workers.