Contents

Company Name: VIBRANT HR CONSULTANCY. Consultants Pvt. Ltd................................................2

Introduction.................................................................................................................................................2
Position of company....................................................................................................................................2
HR Analysis................................................................................................................................................3
The Mission Of Analysis.............................................................................................................................3
The Power of Analytics...............................................................................................................................3
Objectives of the Study...............................................................................................................................3
METHODOLOGY OF HR Analytics.........................................................................................................4
ANALYSIS, FINDINGS AND DISCUSSION...........................................................................................4
HR Variables...............................................................................................................................................4
Discussion...................................................................................................................................................5
Company Name: VIBRANT HR CONSULTANCY. Consultants Pvt. Ltd.

Introduction
VIBRANT HR CONSULTANCY. Consultants is the original provider of structured recruitment
services in India, having been established in 1969 by Dr. Bisha Agrawal. It has served as the
preferred talent acquisition partner for prominent Indian companies over the past 50 years,
helping it to become India's top supplier of talent solutions. This translates into our key
competency and Building Careers together with its function as a dependable counsel for Indian
professionals. Establishing Organizations Because of its history in management consulting,
VIBRANT HR CONSULTANCY. has a distinctive approach to hiring for middle and senior
management positions.

Over 1,65,000 individuals have had their careers molded by Vibrant HR Consultancy.in our 50-
year history. We recruit in a variety of industry areas for renowned Indian business houses as
well as foreign businesses. 75% of Vibrant HR Consultancy. Revenues come from its current
clients, and the company is aware of its long-standing ties within the sector. (Winstanley, 2004)

Position of company
The first company in India to offer organized recruitment services was VIBRANT HR
CONSULTANCY. Consultants. Based on its acceptability as the desired recruitment partner by
many organizations, VIBRANT HR CONSULTANCY. Consultants had become the top
recruitment brand in India. With locations in 6 cities and more than 350 consultants dispersed
across the nation, VIBRANT HR CONSULTANCY. Consultant had a broad clientele. The RPO
section of VIBRANT HR CONSULTANCY. Consultants was called "flexibility." An
organization's own recruitment team was replaced by Flex Ability, which also offered a full
range of services. It catered its services to the needs of each client. Additionally, VIBRANT HR
CONSULTANCY. Consultants offered its clients a resource augmentation service by offering
the expertise of a recruiter on command who supported the internal recruiting team during the
hiring process. For international organizations as well as other industries. Over the course of our
50-year history, we have placed approximately 1,65,000 professionals in various industries – for
top Indian business houses as well as foreign businesses.
The VIBRANT HR CONSULTANCY. network consists of 9 locations distributed over 8
significant Indian cities. They operate within context teams dispersed across the nation, have
over 465 advisors with over 2900 man years of expertise with top Indian and international
businesses, and offer unique manpower solution across 25 industry practices.

HR Analysis
We released the first national standards in 1985 at my consulting firm, the Saratoga Institute, and
this paved the way for the publishing of Personal Value Management, a marketing model utilized
by the HR function. By the year 2000, we had developed the approach to the point where we
could discuss return on investment. In essence, VIBRANT HR Consultancy’s changed the
paradigm from managing the Human resources department to managing human capital within the
company. They were still mostly using conventional arithmetic operations at that time. They
started using basic statistical methods later in the decade, ushering in the era of human resource
analytics that continues today.

The Mission Of Analysis

Most exciting and exciting stage of the development of human assets and human corporate
finance is about to begin, according to Vibrant HR Consultancy. Consultant. From the buggy and
horse to the car to the aero plane, they have come a long way. The rocket must now be mounted
and launched into space. Statistics are impartial and useful in a wide variety of situations, just
like math. They may be employed to support organizational-wide redesigns or analyses of
specific, localized issues. Similar to the code of computer programmers, the secret sauce of
statistics is a hidden logic that can proceed step-by-step or in a big jump, employing macros to
hasten to the answer.

The Power of Analytics

Under conditions that are rarely entirely transparent, high-risk decisions must be taken. What
steps, for instance, are required in specific market circumstances to keep talent that is mission-
critical? Would we choose monetary incentives, difficult tasks, work-life balance, or quick
promotions? What information do we have to back up such a crucial decision for the future?
Who can predict which activity will have the highest rate of success if the quest population is
huge, geographically distributed, and its tech or consumers are changing? Certainly, trying to
forecast the future by looking at the past is the height of foolishness. (Hopper, 2007)

Objectives of the Study

Regarding employee satisfaction at Vibrant HR Consultancy. Consultant Company, there is a
dearth of data and study. This study seeks to highlight the elements that affect employee
contentment, retention, and the outcomes of employees' satisfaction in a respected organization.
This data will serve as the foundation for additional research and study, and it will undoubtedly
contribute to the advancement of knowledge about this issue in the Sultanate.

METHODOLOGY OF HR Analytics
In order to gauge employee satisfaction at Vibrant HR Consultancy. Consultancy as well as the
variables that affect it, this research used a descriptive study design for HR analytics. In order to
gauge employee happiness at Salalah Mills, a quantitative examination of a few elements that
have an impact on it was first carried out. A questionnaire was created to help achieve the goal of
this research, which was to perform a study specifically to evaluate the elements that influence
job satisfaction. 66 employees of Vibrant HR Consultancy. Consultant Company were given the
survey as a statistical tool. 14 items on a Rating scale were included in the survey, which
addressed themes including workplace conditions, levels of satisfaction, and having tools to do
the job. In the data the Regression and coefficient analyses have been performed (Fitz-Enz,
2010)

ANALYSIS, FINDINGS AND DISCUSSION

The statistical analysis of the data, which is shown below, was done using SPSS software after
all the data were consolidated. Additionally, the data collected from the questionnaire was used
to round out the results of this study. We decided to offer the pertinent data that was discovered
and that significantly impacted the goal of our study.

HR Variables
The precise HR factors that serve to shed light on how your employees perceive your company,
but especially on how they feel about it, are as follows: employee encounters. Employee
dedication. Engagement of employees. Satisfaction.
1. I am inspired to think of new and improved ways to complete tasks at work.

2. I have the resources and tools I need to perform my job properly. (Fitz-Enz, 2010) (Lawler,
2003)

Discussion
HR analytics can immediately pinpoint the reasons for and patterns in employee loss.
Understanding these motivations is essential to your company's effectiveness since attrition
explains both the extent to which employees want to go and the reasons why they prefer to stay.
Most recent and planned software releases have analytics features, which has expanded our
capacity to gather and analysis previously unavailable data. It is hoped that the provision of these
data will enable HR analytics teams to better understand how to enhance the employee
experience. Real-time emotion and emotion analysis is a rapidly expanding field that is being
utilized more frequently to gauge how employees have feeling. There is now equipment that can
analysis a person's Nano expressions on their face and determine their current . Additionally, it
can foretell if they will be honest or startled. It is currently possible to determine emotions from
voice patterns using techniques similar for voice analysis.

In particular when it pertains to reading emotions and thoughts, technology and the data it
generates need to be evaluated. Because the emerging innovations have access to private
information, there are worries about how data will be stored and used. Some people may seek to
hoard or abuse this information, which could eventually lead to regulations on how it should be
used and understood. As technology advances and becomes more powerful and accessible,
personal data protection laws, which are currently existing in many jurisdictions, will likely
continue to change quickly. There will be a large number of employees and HR professionals
that are resistant to change. Extreme caution must be taken when handling private information
about a 244 Essentials of HR Analytics worker's health or emotions. The HR department The HR
department and the analytics team will be required to regularly update and review their
procedures and policies - and make sure that employees are aware of them - regarding the types
of data being collected, their intended uses, their intended durations, their locations of storage,
and the data protection measures that are in place. It's an exciting moment to be an HR
professional, whatever the future brings.

References
Estrin, T. L. (1994). Is VIBRANT HR CONSULTANCY. suitable for your company?. Strategic Finance,,
75(10), 40.

Fitz-Enz, J. (. (2010). The new HR analytics. American Management Association.

Hopper, T. &. (2007). Extending institutional analysis through theoretical triangulation: regulation and
activity-based costing in Portuguese telecommunications. . European Accounting Review, , 16(1),
59-97.

Lawler, E. E. (2003). HR as a strategic partner: what does it take to make it happen?. . Human Resource
Planning, , 26(3), 15-29.