http://business.inquirer.net/168827/firms-form-analytics-industry-union

I saw this article and I think about how good it is to be spot on with something. Having seen this opportunity a few years ago and setting up my business now is starting to seem like an awesome decision! 🙂

Here is another one.

http://businessmirror.com.ph/index.php/en/news/opinion/30949-the-philippines-as-an-analytics-hub

IBM really has done some amazing work pushing analytics into the forefront of the BPO Industry in the Philippines.

Cool stuff!

What To Do When Employees Don’t Succeed?

http://www.recruiter.com/i/4-positive-alternatives-to-firing-staff/?utm_content=buffer888a9&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer

Came across this interesting article on LinkedIn, about what to do instead of firing an employee. It caught my attention as the BPO Industry in the Philippines continues to grapple with attrition rates that are way to high.

In short, the problem is that with a perceived deep talent pool to tap, BPOs have put little effort into retention policies instead being quick on the trigger thinking they can easily find a better employee. This mindset is not only self-destructive but also badly out of line with available data. As it gets harder and harder to recruit quality employees, many times the answer is pour more money into recruiting or more money into incentives, but almost no one is putting more money into training and coaching.

When you can step out of the industry for a minute and look at the patterns its pretty mind-boggling that such a booming and vibrant industry is so short-sighted.

So, with that back drop in mind, I found this article a good one to help me and my management team put some pauses in place and do a little more due diligence before coming to the decision to give up on someone.

The 4 bullet points listed are all very good ones to chew on:
1. Employ Self-Assessments to go hand in hand with KPI data points
2. Setting clear and achievable goals to mark success
3. Targeted coaching and training
4. And redeployment to positions with a better chance for success

I’ve added these discussion topics to my next management meeting agenda and will build in additional check points within our assessment process. All in all a good read indeed!

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.