HR & People Analytics

- 2013712022038
Suganya E

HR analytics can be defined as an analytics used in constructing a storyline from

the data procured. It is related to processing of raw data needed to solve the
troubled HR metrics and also highlighting the critical areas to work upon in order
to help the top management make important strategic decisions for the
organization.
HR analytics holds the promise of both elevating the status of the HR profession
and serving as a source of competitive advantage for organizations that put it to
good use.
If your organization is struggling to close the loop, it is important to shift the
organizational mindset around HR analytics and employee data management and
make workforce planning a part of your core business functions.
“Why should we do HR analytics?” ... In sum, the reason for doing HR analytics is
to improve individual and organizational performance—not to prove the worth of
HR.
HR analytics is an evidence-based approach for improving individual and
organizational performance by making better decisions on the people side of the
business. Although it is not its purpose to prove the worth of HR, analytics can
certainly enhance the credibility of the function and the profession by improving
the effectiveness of HR policies and practices and contributing to the competitive
advantage of organizations that develop it as a core competency. An added side-
benefit is that HR analytics can help expose where effort, resource and budgets are
not producing their intended impacts, and in so doing reduce the workload while
improving the effectiveness of HR.
Utilizing data and analytics in HR the right way will help you effectively guide
your workforce to a happier, more productive place.
It helps to analyse how strong an employee’s sense of belonging is, as well as what
contributes to it with the help of tools like HR analytics, can help improve
company culture and create a better work environment. HR analytics provides an
excellent picture of business and brand health from an internal perspective. You
can use it at a range of levels, such as evaluating the entire team or drilling down to
just one worker. But it always relies on one core idea: that a company is
simply people. Just as you have tried to see your customers with more clarity, look
at your team in the same way. They are already giving you valuable information
every day. Once you focus on your team, they will tell you exactly what they need
to grow and succeed — which ultimately helps your company do the same.