Employee relations cases can be complex. Tracking, recording and monitoring all activity relating to an ER case from initial referral to HR through to the final steps in a policy takes time, and in some cases, creates a lot of data to track. Understandably, it doesn’t always happen as well as it could. Different stages within an ER case also require certain inputs, and different policies have varying time frames, especially for key steps. Consequently this means it’s difficult to keep on top of.
Whilst there is in fact no legal requirement for organisations to record and keep any data on employee relations cases, it is highly recommended that they do so – should an employee be dismissed and there is no record of the case then companies could be at the mercy of an employment tribunal.
However, if a company is going to collect data from employee relations cases, they should do it well. Ticking boxes against a policy and collecting data is really only stage one. Every organisation, large or small, is moving through an employee relations analytics maturity journey and understanding how to get to the next phase in the journey requires knowing where you are in the first place.
Download our white paper to discover where your organisation is on its analytics maturity journey and how proactive monitoring can improve your case management. Our five step process will help you to identify how to move from reactive basic data recording to proactive case management.