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Building Employee Value Proposition with People Analytics

We continue to write about all areas touched by People or Human Resources Analytics. As we get into it, we see that all doors lead to data-based mechanisms in human management. Our topic this month is the relationship between EVP and HR Analytics.

First of all, what is EVP?

Employee Value Proposition (EVP) is company-specific benefits that an employee receives in exchange for the skills, abilities, and experience they provide to a company. There are many different ways to understand these benefits. Employee experience surveys, exit interview outputs, interviews with candidates, and common characteristics of candidates provide companies insights from employees’ eyes. This concept, which was first introduced to the literature by Simon Barrow in 1996, explains the brand value of a company and the value it gives to its employees.

Why is EVP important?
More than 70% of HR professionals worldwide consider the impact of employer branding on recruitment to be important. At the same time, this issue, which is important for the reputation and prestige of the companies, has become indispensable for acquiring and retaining talent, as the employee experience has come to the fore recently.
The increasing percentages of employee turnover, as a result of the unstoppable waves of resignations, and the additional costs that are the inevitable and invisible consequence of this trend have begun to strain the companies that are already resisting the economic recession. The increasing number of Quick Quitters has made it necessary to focus on retention rates.
Companies that could not manage the generational transformation could not keep up with the new world because they could not attract new talents.
So what should be considered when creating an effective and sustainable EVP?
Understanding and analyzing the reasons for employees not leaving, examining the reasons for leaving the job, understanding the demographic structure of the company, centering the employee experience, fair and performance-based remuneration, work-life balance, organization of work environments, technological infrastructure, and digital transformation, company culture, data-based decision-making mechanisms, transparent management, career planning, giving importance to inclusiveness as much as diversity is among the issues that need attention.
Yes but, how do we do it?

We have data for all of these topics, but if we don’t have the methods to analyze that data, it’s hard to get out of the way. This study, which requires multivariate and layered analysis, often does not find the place it deserves in EVP creation processes.

At this point, HR analytics comes into play. HR analytics, which is a technology that makes all the inferences hidden in the data and presents these inferences to you both visually and in writing, emerges as a technology that sheds light on the future of companies today, where data-based decision-making has become mandatory. HR analytics, an indispensable guide in creating and following a sustainable EVP, has already entered the agenda in developed countries. To not lag behind the world, continue your business with the right people, strengthen your EVP with a better employee experience, step into the world of HR analytics before it’s too late, and turn your data into action as soon as possible.

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