HR ANALYTICS

Team Members:

1. Madhushree Dere (169)

2. Arka Sen (081)
3. Alok Raj (070)
4. Vaishali Ahuja (098)
5. Amal Varghese (087)
6. Anmol Kaur Chadha (118)
7. Aditya Anand (019)

Assignment: Conversation with an HR on the subject of using HR Analytics in the organisation and its
activities.

HR Manager: Shailja Singh (HR Officer at IBEForuM)

Question 1) Can you tell me more about your company's approach to HR analytics?

Answer: Our company has a dedicated team of HR analysts who use a variety of tools and
techniques to collect and analyse data about our workforce. We use this information to identify
trends and patterns, and to make data-driven decisions about how to optimize our HR practices.

Question 2) How do you use HR analytics to inform your decision-making processes in the HR
department?

Answer: We use HR analytics to inform a wide range of decisions in the HR department, from talent
management and succession planning to employee engagement and retention. For example, if we
see that certain job roles have high turnover rates, we might use HR analytics to understand the root
causes of this and develop strategies to improve retention.

Question 3) Can you give an example of a time when HR analytics helped your company make a
significant change or improvement?

Answer: One example of when HR analytics helped our company make a significant change was
when we used it to analyse the impact of our employee development programs. We found that
certain programs were more effective than others at improving employee skills and advancing
careers, which allowed us to redirect resources and focus on the most impactful initiatives.

Question 4) How do you ensure that the data you're using for HR analytics is accurate and relevant?

Answers: Ensuring the accuracy and relevance of our HR analytics data is a top priority for us. We
have strict protocols in place for data collection and analysis, and we regularly audit and verify the
quality of our data.

Question 5) How do you plan to use HR analytics in the future to drive business outcomes?

Answer: In the future, we plan to use HR analytics to not only optimize HR practices, but also to
drive business outcomes. For example, we might use it to identify trends in employee performance
or engagement that are correlated with business success, and use this information to inform
strategic planning and decision-making.