Decision-making is a very complex process of a human thinking. There are various factors that might pitch in and can intervene with different results. As an HR professional, it is necessary for you to evaluate people, products, and services on regular basis. But what measures you should take to ensure that all decisions you will take are fair, non-stereotyped and unbiased?
Using the following techniques, you can make sure that your decisions are not one-dimensional or gender biased.
Grab a cloud based hiring system that is easy to use and does not require much time for IT training. A good hiring management system will always be fair, simple, and transparent for everyone who are using it. These software systems allow objective decision-making and helping avoid personal opinions and biases from overshadowing the decision-making.
Identify employees’ skill gaps
A performance management system can help you understand your workforce in a better way. As an HR, you can use these types of tools to gather employees’ skill-sets related information. The information can be looked at as trends instead of going into each individual’s gaps and will help you identify what strategies to follow in order to cover those gaps. These types of systems will help you test, access, and maximize the potential of your employees. You can easily measure employees’ competencies within a defined period of time.
Train employees to keep them up to date
You identified the skill gaps. Great! How do you address the gaps? Use an effective learning management system to easily track, manage, and distribute learning material (of any kind) to your employees and help them bridge those gaps as per your goals.
Retain and reward employees
If you have a centralized system where you can keep track of your employees’ performance in terms of initiatives taken, appreciations from customers, feedback from teammates, number of trainings conducted, then sky is the limit!
You can see trends that would not be available to you otherwise. You can co-relate data points to arrive at a decision. Keeping track to all this information will help you can taking unbiased decisions based on facts and rewarding employees accordingly.
Intrigued by what you read? This is just the tip of the iceberg! Once you move towards data-driven decision-making, you are at a completely different level! No more accusations of biases! No more wild hunches! The best part of the data driven approach? The take you the HR from focusing on data input collection to focusing on analysis and strategy for the organization. Wouldn’t you want that?