HR ANALYTICS

PJ Valencia, KB304
 1. Understand the concept of
HR Analytics;
2. Be able to contextually
Objectives apply principles of HR
analytics in the student
organization’s projects.
 1. People who work for the
company;
Human 2. Department that is
responsible for managing
Resources resources related to
employees.
Definition of HR Analytics

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 the
following:

1. Experience (quality of the environment)

2. Engagement (commitment & connection to the organization)

3. Effectiveness (performance of the individuals in the organization)

Background of the HR Analytics

HR practitioners before use perception in creating solutions to the problems of

the organization which are found to be non-effective in tackling the issues of
companies. In the 21st century, HR analytics was introduced create a data-driven
approach to manage people at work.

HR analytics is also known as people analytics, workforce analytics, and talent

analysis.
Common Terminology Misconception
Human Resource Human Capital

Human resource helps improve Human capital practice requires

employee's quality life in
organization.
tools, methodologies, business
acumen, openness, desire for
helping others, reflective work
on self, and more of leadership
skills. It develops employee's
knowledge and skills
 Benefits of HR Analytics

Improve Hiring Reduce Attrition Improve Increase

Process Employee workforce
Experience productivity
Benefits of HR Analytics

Improve Gain Employee

Employee Trust
Experience
 1. Employee Churn Analytics
2. Capability Analytics
Examples of HR 3. Organizational Culture
Analytics
Analytics 4. Capacity Analytics
5. Leadership Analytics
HR Dashboard

This is an important part of HR planning and strategy. It is a tool that forms the
basis of informed decision making within the organization, specifically for the HR
department and other stakeholders. Here are the functions of an HR dashboard:

1. Monitor human capital - reporting enables HR to keep a track of activities

going on in the org and among the employees by tracking keyforce metrics.
Trends can be determined through dashboards and create preventive
measures before the problems in an organization arise.
2. Tackle problem areas.
3. Help HR perform better.
 1. Determine Problem
2. Read Related Literature
HR Analytics 3. Collect & Process Data
4. Create Research Design
Process 5. Analyze
6. Implement
Defining and Tackling the Problem

Make sure that you have initial data for you to define your problem.

Your problem equates to your objectives that at the end, this should not
necessarily create solutions to the issues, but it is necessary to answer the
hypotheses that you raised.

Example: you are asked to create a study about the efficiency of the student
government activities in relation to either student experience and/or grades or
performance.
Defining and Tackling the Problem

Note that in defining your problem, you should have already checked historical
data or reviewed related literatures about your research.

Also, note that issues are not necessarily the problems you will have to tackle in
HR analytics.
 Workshop

Think of issues in the university within the student

organization that you want to tackle. Define a problem.
Collect and Process Data

First, you have to identify how to collect data. Most of the collection of data in
HR analytics is to conduct surveys, focus group discussions and a lot more.

Relevant to this, the use of technology in collecting and processing data is very
important. The use of spreadsheets and online survey tools give a lot of ease in
gathering your data.
 Workshop

Google Form, Microsoft Excel or Google Sheets