59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job – according to Gallup research. This compares to 44% of Gen X and 41% of Baby Boomers. HR analytics can help managers and employees alike assess where they are and where they could go. Career history data and easy-to-understand visualisations can enable data-driven, predictive decisions about potential career paths and success.
“Careers used to progress linearly. You’d start at the bottom and climb up the rungs of a clearly defined ladder until you retired, but the world of work has changed so much. Many organizations don’t have defined career tracks anymore, either because the ones they have are no longer relevant or because the next rung of the ladder is simply still undefined.
This can leave employees frustrated and wondering what kind of future they have at their organization. According to SHRM, “Employees usually feel more engaged when they believe that their employer is concerned about their growth and provides avenues to reach individual career goals while fulfilling the company’s mission.”
However, the reality is many managers don’t have access to the historical or predictive data that could help them coach their staff with an eye to the future. Without this information, people leaders end up in a state of managing for the right now, not the future, and it’s dangerous.”
Continue reading Caitlin Bigsby’s article.