technology
Hire a Canadian Registered Safety Professional
(CRSP)®
to protect your most important resources
Increasing health and safety hazards in the workplace, mounting
nancial impact associated with
occupational incidents means that your organization cannot
afford anything less than a Canadian Registered Safety
Professional (CRSP) ®.
A CRSP offers in-depth knowledge of OHS principles and
practices and applies this knowledge to develop systems in order
to achieve optimum control over hazards
in your workplace.
Visit www.bcrsp.ca to learn more or
to advertise to hire a CRSP.
Board of
Canadian
Registered
Safety
Professionals
this data. With advances in analytics, we
now have the ability to understand this
data while recognizing and analyzing
trends that will help predict employee
behaviour, identify talent quickly, match
capabilities to market needs, retain top
performers and act on proven insights to
drive business outcomes.
Using new data, which includes
360-degree peer reviews, staff surveys or
programs where efforts are recognized,
organizations have a better understanding
of employees’ day-to-day activities.
Managers can intervene at the first sign
of work dissatisfaction. Depending on
the data available, we can even anticipate
when employees might sour on their jobs
while proactively finding ways to reward
and retain personnel. And in cases where
there are productivity issues, we can conclude
from data whether the decline is a
performance issue or a response to poor
management.
Employee retention is just one aspect
of human resources that will change dramatically
thanks to the data revolution.
With the aid of powerful analytic tools,
recruitment could become a very different
process, too. HR executives will have
a much better understanding of specific
job functions and they can use this information
to target potential candidates
and assess their suitability much more
precisely.
For instance, collecting and analyzing
thousands of data points from high-performing
employees allowed one financial
services firm to identify the most common
traits among its top sales executives.
The best sales people did not necessarily
have the best academic records, nor did
they have the most impressive references.
They did, however, spell well. They also
made few grammatical errors and often
had experience selling real estate or cars.
This sort of information may seem
somewhat random, but when used in
conjunction with other factors, recruiters
see a much clearer picture of a given
candidate. Today, HR departments may
also use much more accurate assessment
tests than anything available even a decade
ago. In the past, job applicants may
have filled out a multiple-choice form
so executives could evaluate personality
traits. Now, a new wave of digital tests
CONVENTIONAL WISDOM IS THAT
PEOPLE ARE THE MOST VALUABLE
ASSET OF ANY BUSINESS. BUT IF
THAT’S TRUE EVEN JUST A SMALL
PERCENTAGE OF THE TIME, MANY
COMPANIES ARE GUILTY OF LETTING
THEIR MOST PRECIOUS RESOURCE
WITHER ON THE VINE.
HRPATODAY.CA ❚ FEBRUARY 2014 ❚ 65