Human resource

analytics & its

usages

Presented by:- Chaitali dhable

Laxmikant walzade
Mayur patil
What is HR Analytics?
• Analytics is based on data.
• HR analytics is the science of gathering, organizing and
analyzing the data related to HR functions like recruitment,
talent management, employee engagement, performance and
retention to ensure better decision making in all these areas.
• By using various types of HR software and technology, HR
departments are creating a large amount of data every day.
•  However, the objective of HR analytics is to actually make
sense of this data and turn it into a valuable insight
Benefits of HR Analytics
Application of HR analytics results in a number of strategic and
operational advantages to HR.
• Increased need for data and analytics tool in HR to make
better HR decisions

• Better Quality of Hire is one of the HR data analytics

benefits

• A vital benefit of HR metrics and analytics is Employee

Retention

• Transformation of HR as a strategic partner is one of the

benefits of Workforce analytics

• Business analytics in HR can help predict the hiring needs

of an organization
Challenges of HR Analytics
• It is true that the various HR tools being used today churn out huge
amount of data every day, but without the clarity of how that data can
be useful for a particular decision making process, it is difficult to tap
into the true power of HR analytics.
• Although there are many local challenges that a company might face
while implementing a HR analytics strategy, the major challenges that
HR analytics face globally boil down to:
.
Multiple sources of
data:
• With different HR tools catering to different
functions of HR, there are too many sources
of data working in isolation.
• Whether it is your HR information system,
Applicant tracking system, learning
management system or an employee referral
software, every tool creates its own data and
integrating it with the other sources is a
major challenge
Lack of Skills and Training:
• While it’s true that data scientists are at the forefront of this data
& analytics revolution, Hiring managers and even CHROs have a
preconceived notion that HR departments have little to no role to
play in analyzing the data.
• Considering the technicalities involved, they hesitate to learn and
implement these tools, supported by a mindset which is fearful of
the learning curve.
• The HR managers would rather rely on their human intellect and
understanding than going through training for a HR analytic tool.
• They often fall back on a faulty argument that machine
intelligence will take out human from human resources, which is
not at all true.
How to Use HR analytics?
Despite these challenges, organizations are committed towards utilizing the
benefits of HR analytics and use it in the following ways:

Long term planning and strategic decision making: Most top performing
businesses use data not to make windfall gains but to forecast and plan for
future. Using data to analyze the ROI of various programs and initiatives
helps make better decisions for company’s future.

Using automated tools: Using automation tools and automated processes not
only reduce data errors due to human factors but also give time for more
important strategic tasks. Evolving to these tools is one of the easy ways to
utilize the real power of HR analytics.
Building an analytics savvy HR team: It is good to have data but
without a team which feels comfortable with data, one is still stuck
with age old methods. Therefore, building a HR Tech savvy team of
human resource professional, either by training or reskilling or new
hiring, is going to be mandatory in future. Top performing
organizations are already working towards enabling digital
transformation in their human resources department
 Critical areas for HR Predictive
analytics
1. Turnover modelling. Predicting future turnover in business units in
specific functions, geographies by looking at factors such as commute
time, time since last role change, and performance over time.

2. Targeted retention. Find out high risk of churn in the future and focus
retention activities on critical few people

3. Risk Management. Profiling of candidates with higher risk of leaving

prematurely or those performing below standard.

4. Talent Forecasting. To predict which new hires, based on their profile,

are likely to be high fliers and then moving them in to fast track
programs
Tools & software used
 Microsoft Excel (max used)

 BI reporting tools

 ERP reporting tools, dashboards

 Statistical software like SAS,SPSS

THANK YOU