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HR Analytics

HR analytics involves systematically identifying and quantifying the drivers of business outcomes related to people. It uses analytical processes to improve employee performance and retention by analyzing HR data, conducting predictive analysis, and collecting long-term employee data. Workforce analytics is a related term that analyzes comprehensive workforce metrics to measure and improve recruitment, staffing, training, compensation, and other personnel areas. Key challenges in implementing HR analytics include developing skills and roles for analytics, establishing data governance standards, and migrating legacy HR systems to enable effective data acquisition and insights.

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61 views10 pages

HR Analytics

HR analytics involves systematically identifying and quantifying the drivers of business outcomes related to people. It uses analytical processes to improve employee performance and retention by analyzing HR data, conducting predictive analysis, and collecting long-term employee data. Workforce analytics is a related term that analyzes comprehensive workforce metrics to measure and improve recruitment, staffing, training, compensation, and other personnel areas. Key challenges in implementing HR analytics include developing skills and roles for analytics, establishing data governance standards, and migrating legacy HR systems to enable effective data acquisition and insights.

Uploaded by

Shadique Shams
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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HR ANALYTICS

DEFINITION OF HR ANALYTICS

 As per Heuvel & Bondarouk 2016, HR analytics is defined as the systematic


identification and quantification of the people drivers of business outcomes.

 Human Resource analytics (HR Analytics) is defined as the area in the field of
analytics that deals with people analysis and applying analytical process to the
human capital within the organization to improve employee performance and
improving employee retention.
RELATED TERMINOLOGIES

 HR data analytics,
 predictive analysis,
 human resource analytics,
 workforce analytics,
 long-term data collection,
 talent analytics, and
 employee data analytics.

*Whereas people analytics is concerning human functions but HR analytics is people


plus systems in place.
COMPONENTS FOR SUCCESSFUL DATA AND
ANALYTICS CAPABILITY
1. Roadmap and operating model 8. Skills and roles​
​ ​
2. Platform and data architecture​ 9. Business intelligence and reporting​
​
3. Data security 10. Insights and analysis​
​
4. Data governance and standards​ 11. Real-time analytics​
​ ​
5. Software and tooling ​ 12. Advanced analytics
​
6. Legacy migration​
​
7. Data acquisition
APPROACHES TO HR AUDIT

1. Comparative approach

2. Outside authority approach

3. Statistical approach

4. Compliance approach

5. Management By Objectives (MBO) approach


APPROACHES TO HR AUDIT
Comparative Approach:
The auditors identify another company as the model. The results of their organization are compared with those of the model
company.

Outside Authority Approach:


The auditors use standards set by an outside consultant as a benchmark for comparison of their own results.

Statistical Approach:
Statistical measures of performance are developed based on the company’s existing information.​
Examples of such measures-are absenteeism and turnover rates. These data help auditors assess the performance.

Compliance Approach:
Auditors review past actions to determine if they comply with legal requirements and company policies and procedures.

MBO Approach:
A final approach is for specialists and operating managers to set objectives in their area of responsibility.​
​The MBO approach creates specific goals against which performance can be measured. ​
The audit team researches actual performance and compares it with the objectives.
APPLICATION OF HR ANALYTICS
How can HR Analytics be used by
organizations?

Develop strategies
to improve the work Collect and analyze
environment and past data
engagement levels.

Create a predictive Collect data on


model employee behavior,

Correlate both types


of data to understand
the factors that lead
to turnover.
APPLICATION OF HR ANALYTICS

• Employee recruitment​
(i) Identify the average number of the applicant after analyzing the applicant pool​
(ii) Number of interview rounds​
(iii) Offer acceptance statistics​

•Employee Development​

•Employee Engagement​

•Developing Compensation Programs


DEFINITION OF WORKFORCE ANALYTICS

Workforce analytics is an advanced set of data analysis tools and metrics for comprehensive
workforce performance measurement and improvement. It analyzes recruitment, staffing, training and
development, personnel, and compensation and benefits, as well as standard ratios that consist of time
to fill, cost per hire, accession rate, retention rate, add rate, replacement rate, time to start and offer
acceptance rate.
KEY CHALLENGES IN HR ANALYTICS

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