Why Is a HRIS Important to Manage Flight Risk Throughout COVID-19
post-template-default,single,single-post,postid-28526,single-format-standard,ajax_fade,page_not_loaded,,qode-title-hidden,hide_top_bar_on_mobile_header,qode-child-theme-ver-1.0.1,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-7.2,vc_responsive
flight risk

Why Is a HRIS Important to Manage Flight Risk Throughout COVID-19

COVID-19 further known as the coronavirus has posed a drastically large challenge for HR managers in today’s current business environment. Due to COVID-19 HR managers are constantly being pushed to find the next step in order to keep employees happy and maintained effectively within there organisations.  Although a problem exists, how does a HR manager effectively identify the risk of an employee leaving the organisation throughout COVID-19?

The threat of employees leaving an organisation throughout COVID-19 may be viewed as much lesser than in a state of normality. Although it is still critical to understand that an employee may still leave your organisation if a better opportunity presents itself. Moreover, when employees are treated unfairly throughout COVID-19, the employee may effectively bank this negative treatment up and when times of normality appear (Post COVID-19), they may leave your organisation.

In turn, it has become the utmost importance for HR managers to retain employees in order to save thousands of dollars on costs poured into training new employees throughout COVID-19. This can effectively be done through utilising a flight risk model within a Human Resources Information System (HRIS). Flight Risk effectively identifies the likelihood that an employee will leave an organisation effectively predicting any future employee turnover within the organisation through the usage of key organisational metrics.

Warning Signs

Throughout COVID-19 an effective HRIS will ensure that all key warning sign metrics for flight risk are being effectively identified and measured by HR managers. This may be highly useful in order to ensure you are working towards treating your employees fairly and further ensuring no negative perceptions are being generated by these employees which may produce major flight risk. Based on the organisation these warning sign metrics may vary, although frequently throughout COVID-19 it may be seen that there is a common variety of metrics needed to be looked into. These include:

  • Employee Satisfaction

The employee satisfaction level within an organisation is a clear flight risk whereby if an employee is seen to be dissatisfied with the organisation throughout a period of trouble (during COVID-19) the likelihood of leaving the organisation for potentially a better opportunity either during COVID-19 or post COVID-19 will increase.

  • Sick Leave

Sick leave throughout COVID-19 has become largely important as organisations do not want employees to potentially spread any sickness to another employee. Although, employees may take advantage of this situation and take extra days of sick leave as they may not be invested in the organisation and could be dissatisfied with the current working environment. This is largely a clear flight risk that HR departments will and should stay alert of throughout COVID-19.

  • Performance Score

Employee performance scores are another largely critical flight risk identifier for HR managers to capture throughout COVID-19. This is largely due to outstanding employees dramatically underperforming throughout COVID-19 which poses a largely critical flight risk signal.

  • Time Since Last Salary Increase

The time an employee has had since there last salary increase is largely important for HR managers to identify flight risk warning signs. This is due to employees becoming increasingly likely to switch to another organisation that may offer more to the employee either during COVID-19 or post COVID-19. The lack of salary increase may further play a negative impact on the motivation of the employee throughout COVID-19 and therefore should be managed effectively by HR managers.

Each of these warning sign metrics can effectively be assessed and analysed through both an effective and streamlined HRIS that is highly proactive to gain, measure and record real data to provide HR managers with a simple platform to make informed decisions that identifies which employees may be in a flight risk position and then to take necessary action to ensure these employees are looked after effectively.

Take Action

An effective HRIS system will then provide HR managers with an effective platform to then make applicable decisions and strategies that aims to effectually retain the employees at flight risk within the organisation. To identify one specific example of how this may be done if the HR manager has identified an employee is largely in a flight risk position and is likely to leave the organisation in the short or long term due to a lack of time since their last salary increase due to COVID-19 conditions. The HR management team may utilise HRIS whereby a salary review may be conducted simply automated, paperless and online efficiently and effectively.

Through an effective HRIS, a salary review may successfully be streamlined to show the previous time that an employee has had an increase in salary and further what amount they had an increase in. To which HR management may effectively make informed decisions to effectively increase the employee’s salary. This effectively works in order to retain these employees within the organisation to reduce and eliminate the flight risk that may have been generated by the employee.



Jake Amodeo