– A key focus area for productivity improvements in 2023 

Manufacturing organizations today have the most advanced tools and processes to improve their productivity levels. In the era of industry 4.0, new technologies such as IoT, cloud computing and analytics, AI and machine learning are often integrated into the production facilities. These technologies lead to increased automation, predictive maintenance, self-optimization of process improvements and a new level of efficiency and responsiveness to customers that was not previously possible. 
A similar, modern approach can be applied to internal processes to improve wellbeing and human capital productivity. HR teams around Europe are now on the look-out for easy-to-use solutions that will help streamline leadership and HRM processes. With the use of niche tools that alert supervisors and guide them on how to have proactive support calls and if needed, how to conduct step by step rehab processes. 
Want to learn more about this solution? Book a demo session with one of our specialists! 

The concept of human capital productivity 

So, what is human capital productivity? Well, you could say that it is a measurement of how much output your co-workers generate in a given period of time. Better human capital productivity leads to more efficient work processes and higher-quality outputs.  
Larger organizations often have an advantage in this area since they have the ability to invest in a variety of workforce developing initiatives. Those investments are often related to: 
– The benefits portfolio 
– Health promoting activities 
– Well defined HSEQ processes 
– Competence and personal development 
– Diversity and inclusion strategy 
– A clear mission and values 
These initiatives are truly important to promote wellbeing and a good company culture. However, they should be seen as a vital part of the employee productivity puzzle as a whole.  

What is missing to complete the puzzle?

Many organizations have been falling behind in the digitalization of internal health and wellbeing processes. Some have already streamlined and implemented the same HR Information System globally, which is a huge step in the right direction. This means that a solid digital foundation is in place, that could provide critical data and insights of the workforce. 
Still, to make a difference, these insights need to be converted into actions. Just as with the modern tools and processes used in production, human capital productivity will be enhanced through increased automation, proactive and predictive actions, efficient use of resources and responsiveness. 

Use the existing data from your HRI/HRM system to support your leaders in improving Human Capital Productivity and employee sustainability 

Supervisors in manufacturing are often themselves working on the production line. This can make it hard for them to find the time and energy to know when and how to deal with challenges amongst their co-workers. We want to help them make employee sustainability a priority and alert them when and how to act in case of repeated absences in their team. With solutions that automatically remind you when it is time to have an early support discussion, you do not have to dedicate an HR specialist/controller who keeps track and reminds managers manually. It is key that managers at an early stage ask the employee how you as an employer can support the employee to improve the situation. The speed at which these calls are handled will be a highly relevant KPI for you to measure in the future. 

There is a wealth of data that can be used to improve human capital productivity and lower sick leave. For example, data on employee absenteeism can be used to identify patterns and trends, triggering actions such as early support discussions between the employee and the supervisor. From this discussion, we can learn more about what the employee perceives as the root cause leading to the occurred absences.  
This information can then be used to develop strategies for reducing absences, such as targeted interventions and communications campaigns. Additionally, data on employee health can be used to identify risk factors for illness and develop prevention strategies. By using already existing data, employers can make evidence-based decisions that will lead to improved human capital productivity and lower rates of sick leave.  

Interested in learning more about how your organization can utilize digital tools to convert insights into actions that will make a difference? 

Marc Blomgren
Sales Executive

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