Post by account_disabled on Mar 13, 2024 5:43:10 GMT
With data culture, it is possible to increase the ability to analyze trends, gaps and opportunities, better preparing for constant market changes and even anticipating future problems. Remember predictive and prescriptive analytics? The idea is that better decisions are made, avoiding serious failures, including investments. Data culture can also help to better understand the behavior of customers and employees, optimize internal processes, reduce costs and minimize risks. We can save on investments in recruitment and selection, greater talent retention , increased engagement and productivity, through more assertive incentive actions. In some cases, data culture can even foster innovation, by presenting evidence that encourages employees to explore new ideas based on data s The mental health of employees continues to be the main challenge for companies post-pandemic . This was one of the conclusions of a study on mental health by HUBRH+ of the São Paulo Association of Human Resources and People Managers (AAPSA). And no less. The costs generated by the absence of employees with psychological disorders are extremely high.
According to the WHO, depression , one of the most prevalent mental health problems, affects 322 million people worldwide, causing an impact of US$1 trillion per year on the global economy. To minimize this damage, companies have sought to invest in mental health programs to care for employees. Something that is fundamental, but that can be improved, both in processes and resources, with the use of People Analytics and the implementation of a data culture. They help promote organizational alignment with mental health, which is one of the alternatives to prevent the situation. The idea is to DM Databases make more assertive decisions when supporting professionals. What do company employees need right now? Incentive for psychological treatment? Work from home? Reduced demands? Improvements in leadership management? Mental health metrics in People Analytics can indicate which option is most appropriate. How to manage mental health? One of the objectives of corporate mental health management is to structure a healthy work environment. But how does this translate into practice? For Tânia Machado.
president of HUBRH+AAPSA, a healthy work environment includes: Cooperation and dialogue between workers and managers; Recognition of the worker's contribution; Career perspectives and professional development; Promotion of workers’ physical and mental health; Respect for individuality and morality; Absence of discrimination and sexual and moral harassment; Respect, in every way. You can see that we are dealing with a subject that involves many variables. To begin with, it is necessary to know what the company's situation is in relation to these and other aspects that influence the mental health of workers. At this point, data culture can make all the difference. One of the methods of collecting data on mental health in the corporate environment that can help you is the use of scales, such as the Psychological Safety Perception Scale and the Stress and Propensity to Burnout Syndrome Scale. Created by us, they are instruments for diagnosing mental health and, together with People Analytics, can help implement a mental health program that is complete and designed to improve well-being in the organization, among leaders and employees.
