How HR Can Provide Insights on the Strategic Direction of your Organization

What if, as an HR professional, you were able to gather data that indicated how engaged employees were on an individual ...


What if, as an HR professional, you were able to gather data that indicated how engaged employees were on an individual basis? And by rolling that data up, you could also gauge how engaged your employees were at the department level and even company-wide?

Wouldn’t this be powerful information to deliver to the leadership suite of your organization?

Measuring engagement can come in several forms, including what percentage of required departmental meetings the employee attends. And how often they actually submit agenda items to be covered in those meetings. Other requirements that are asked of them, such as filling out self-evaluations or making suggestions on how to improve company processes – all of this shows investment in their job and in the company as a whole.

What if, as the HR professional, all of this activity per employee was captured in a platform which would accrue this data on a monthly basis, so at any given time you can look at both current and historical performance on an engagement level? And, having this data over a 12 month period would also give managers the ability to quickly assess over that timeframe whether to reward and/or promote individuals based upon data, rather than only on current events that they can recall.

Being able to access this kind of data on demand, via an export that will go directly to a designated folder, will also contribute towards your annual SOC 2 audit. Additionally, HR can be the conduit to the Security and IT professionals in the company as they also gather evidentiary documentation for their parts in this annual audit. HR, as a department and as a discipline can  be part of the strategic direction of the company, ensuring that governance, risk management and compliance are monitored and maintained to satisfactory levels.

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