Use of HR Analytics in

IT industry

SUBMITTED BY : GROUP 1 | SECTION A

ADITI SIRKEK| SEEMA BEHERA | ESHA SONI |
RUMI HAJONG | SUSHMITA SAHU
HR analytics in IT industry
➝ According to Deloitte’s 2017 Human Capital Trends report, 71% of IT companies see
people analytics as a high priority.1
➝ Overall, 18% of companies have adopted HR analytics, and 11% have adopted the
role itself
➝ The industries with the most widespread adoption of analytics in HR are
finance and tech-software
➝ Main focus of HR analytics in IT industry is on
⇾ Compensation
⇾ Benefits
⇾ Productivity
⇾ Performance

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Integration of HR analytics in decision
making

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Purpose of the study
➝ The study aims to find out to what extent HR analytics is being used for Strategic
Business Decision Making in IT Industry and establish its importance
➝ Decision Making in HR department is often said to be qualitative based on verbal
reasoning, perceptions and feelings rather than based on data, metrics and analysis
➝ Study indicates the extent of utility and importance of HR analytics in
making business decisions which add strategic value to the organizations.
➝ Research includes implications for the development of a
quantitative method of supporting decision making in
organizations by HR department with the aid of HR analytics
➝ Study also throws light on the criticality of data
and its
analysis to support decision making as part of HR processes.

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 Managerial Problem

Relevance of HR analytics in
organizational effectiveness

Research Problem

Extent up to which HR analytics is

being used in IT industry
 RESEARCH MODEL

Cost

Productivity Organizational
HR anaytics
effectiveness

Brand image

Hypothesis
H1: HR analytics positively influence organizational effectiveness
H2: HR analytics has no influence on organizational effectiveness
RESEARCH DESIGN

Research design

V
Conclusive Exploratory

Causal Descriptive

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Research Design

We performed both Exploratory research and Causal research

Exploratory research –
Methods opted: Secondary data, Surveys, reports
Causal Research – We study up to what extent HR analytics is being used in IT industry and
how does that influence organizational effectiveness
For this we floated a questionnaire and asked questions about the following variables on the
given scale to analyze the use of HR analytics in IT industry and how it influence company’s
effectiveness

Cost effectiveness
Productivity of employees
Brand image

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Descriptive frequency test

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Frequency test

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ONE WAY ANOVA

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MEANS PLOT

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ONE WAY ANOVA

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MEANS PLOT

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Analysis
 The study shows that there is considerable knowledge and growth in
terms of analytics and metrics in HR department.
• The routine process execution seems to dominate the analysis.
Almost every organization use metrics for these processes.
• On the other hand, in pinpoint the HR programs for discontinuity
there is lack of usage of analytics or metrics. Most cases people not
at all use metrics or they use to a little extent. Thereby analysis in
these areas are need to invented and utilized
• It would be highly recommended if organizations focused more on
usage of tools and metrics and assure that the employees are aware
of the processes taking place in the organization in terms of several
programs which are implemented and discontinued and also the
processes.
• HR’s are being considered more as strategic functions rather than a
support functions
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Appendix

➝ Questionnaire
➝ ..\Documents\Questionnaire.pdf

➝ References
➝ Alec Levenson, B. J. (2005). The Survey on HR analytics and HR transformation. California: Marshal School Of Business .
➝ Alec Levenson, J. E. (2004). HR Metrics and Analytics: Uses and Impacts. Center for Effectiveness.
➝ Beth Tootell, M. B. (2009). Metrics HRM’s Holy Grail: A New Zealand Case Study. Human Resource Management Journal , 375-392.
➝ Dooren, J. v. (August 2012). HR Analytics in Practice. Dutch.
Thank you!

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