HR DATA ANALYTICS

Group C
Aniket Gawande
Surya Vanu Pratap Nayak
Abhideep Y
Krishnapriya Nair
Aagam Parekh
Namrata SIngh
Vanshika Gupta
 As per a Deloitte Report,

Broadly deployed HR scorecards

12%

KPIs to be focussed on
9%

Believe they have usable data

8%

Companies believe in workforce analytics

71%
 5 key parts of an Agile workforce analytics

1 2 3 4 5

Integrating Applying multiple Transforming

deductive and Preparing and methods in insights into
Prioritising Issues
inductive validating data concert to actions to
approches support decisions improve business
outcomes
Building Blocks of Agile Workforce Analytics Process

Workforce analytics capability

Maths and Statistics

Programming & database skills

Domain knowledge and HR expertise

Communication & Visualisation

Workforce analytics Vision
Shorter workforce analytics planning and
development cycles

Direction and Focus for the analytics team

Communicates the organization about the

goal of the analytics team and what they
are striving to do
Strategic HRM Prespective
The strategic framework that lays emphasis on the
outcomes as well as the factors that affect them.

Provides guidance to analytics team as they build long

term strategy.

Workforce policies and procedures not only

complement each other but also fit the strategy
Workforce policies and procedures not only
complement each other but also fit the strategy
 Agile workforce analytics
Development Process

1 2 3

Flexibility - An Speed - An Continuous change -

organization must organization must Continual readiness to
be able to be able to change and embrace it
respond flexibly. respond rapidly as an ongoing activity
THANK YOU