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HR Analytics and Its Usages

HR analytics uses past data to predict future outcomes. It aims to understand the "why" behind metrics and predictions rather than just analyzing numbers. HR analytics can help organizations minimize costs from attrition, poor hiring, and suboptimal compensation by providing data-driven insights. It measures factors like recruitment, retention, HR matrices, performance, and training to establish linkages between business objectives and workforce strategies. This allows organizations to forecast attrition, talent needs, compensation impacts, and other outcomes to improve performance. Common tools used include Excel, BI reporting, ERP dashboards, and statistical software.

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107 views10 pages

HR Analytics and Its Usages

HR analytics uses past data to predict future outcomes. It aims to understand the "why" behind metrics and predictions rather than just analyzing numbers. HR analytics can help organizations minimize costs from attrition, poor hiring, and suboptimal compensation by providing data-driven insights. It measures factors like recruitment, retention, HR matrices, performance, and training to establish linkages between business objectives and workforce strategies. This allows organizations to forecast attrition, talent needs, compensation impacts, and other outcomes to improve performance. Common tools used include Excel, BI reporting, ERP dashboards, and statistical software.

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Larryis live
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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HR ANALYTICS AND

ITS USAGES
PRESENTED BY:- CHAITALI DHABLE
LAXMIKANT WALZADE
MAYUR PATIL
WHAT IS HR ANALYTICS ?
Analytics is not so much about numbers, as it is to do with logic and
reasoning
 Analytics is different from Analysis, which is the equivalent of number
crunching. Analytics uses analysis but then builds on it to understand the
'why' behind the figures and/or to predict decisions. Analytics is the
methodology of logical analysis.
 Analytics requires the use of carefully constructed metrics.
HR Analytics is data based; it uses past data to predict the future.
It is not about the quantity of data churned; it is about the logic used to link
metrics to results
Core concepts and terminologies:-
Business intelligence (BI) is a set of theories, methodologies, processes,
architectures, and technologies that transform raw data into meaningful
and useful information for business purposes.

Business analytics (BA) refers to the skills, technologies, applications and


practices for continuous iterative exploration and investigation of past
business performance to gain insight and drive business planning.
Background Need of HR analytics & reporting:-
 Many organizations have high quality HR data (residing with a multitude of systems, such as the HRMS,
performance management, learning, compensation, survey, etc.) but still struggle to use it effectively to predict
workforce trends, minimize risks and maximize returns.
 The costs of attrition, poor hiring, sub-optimal compensation, keeping below par employees, bad training &
learning strategies are just too high
 Data-driven insights to make decisions are always better than judgmental (subjective) HR practices in terms of

1. how to recruit?
2. whom to hire?
3. how to on board and train employees?
4. how they keep employees informed and engaged through their tenure with the organization?
Why HR Analytics? “The business
“What gets demands on HR are
measured, gets increasingly going
managed; What MEASURE AND RETURN ON to be on analysis
gets managed, gets MANGE INVESTMENT just because people
executed” - Peter are so expensive“ -
Drucker “ David Foster

“ To clearly LINKAGE OF
“Global organizations
demonstrate the BUSINESS
PERFORMANCE with workforce
interaction of business OBJECTIVE AND
IMPROVEMENT analytics and
objectives and PEOPLE
workforce planning
workforce strategies STRATEGIES
outperform all other
to determine a full
organizations by 30%
picture of likely
more sales per
outcomes”
employee.” -
CedarCrestone
IMPROVEMENT
 Predict attrition especially amongst high performers.
 Forecast the right fitment for aspiring employee
 Predict how compensation values will pan out.
 Establish linkages between Employee engagement score and C-Sat scores(Work in
progress)
WHAT SHOULD/COULD BE MEASURED?
RECRUITMENT

ORGANISATION
EFFECTIVENES RETENTION
S

HR MATRICES

PERFORMANCE
WORKFORCE AND CARRER
MANAGEMENT

TRAINING
Critical areas for HR Predictive analytics
1. Turnover modeling. Predicting future turnover in business units in specific
functions, geographies by looking at factors such as commute time, time since last
role change, and performance over time.
2. Targeted retention. Find out high risk of churn in the future and focus retention
activities on critical few people
3. Risk Management. Profiling of candidates with higher risk of leaving prematurely or
those performing below standard.
4. Talent Forecasting. To predict which new hires, based on their profile, are likely to
be high fliers and then moving them in to fast track programs
Tools & Software Used Typical tools /
software
Microsoft Excel (max used)
BI reporting tools
ERP reporting tools, dashboards
Statistical software like SAS, SPSS etc.
THANK
YOU

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