The amount of information we collate on our staff is growing, and as the world increasingly relies on data to make decisions, so too will HR.
Some of Spinnaker’s Maritime HR Association members got together virtually last week to discuss this very topic. Here’s what we found:
What is people data?
The information we capture about our employees (e.g. start date, salaries, absence, appraisal data).
What are HR metrics?
Measurements used to determine the value and effectiveness of HR initiatives, typically including such areas as turnover, cost per hire, absence levels.
What’s happening in maritime?
Members were all at different stages of advancement in terms of collating and analysing their people data. While there doesn’t appear to be an immediate need to improve the HR metrics shared with Executive Leadership Teams, we expect more data driven HR as the world increases its use of, and reliance on, data in general.
What are the challenges?
As a global industry, one of the main challenges lies in collecting data for different regions and acting within the law of each. Entities are often working in silo, and it is hard to get buy in for investment when the company is already performing well.
HR data is sensitive too, so on a practical level we need to exercise caution when sharing certain data – e.g. sick absence – and ensure we see the bigger picture (e.g. considering presenteeism / low absence levels too).
The lack of industry benchmarks to compare against highlighted the importance of these information sharing and networking sessions.
A more flexible working environment post COVID will drive the need for a more digital approach to HR processes – to boost efficiency, enhance collaboration and reduce workloads. Accurate and seamless flows of information will become more important than ever.
If you want to share ideas, challenges and best practice with other maritime HR professionals, get in touch to find out more about our association via email@example.com or +44 (0)1702 481660.