HR

ANALYTICS
Prepared by:
Muhammad Anwar Arqam
READING
MATERIAL

Chapter 1
 WHY ANALYTICS?

 Our Only Security Is Our Ability To Change

(John Lilly)
 Analysis & Prevention
 Invest Time In Analyzing Problem Before
Action
 Building Better Future Rather Than Endlessly
Repeating Past
EVIDENCE-BASED APPROACH
DIFFERENCE
 LINKING DIFFERENT
CAPITALS
 Financial Capital
 Economic Capital
 Human Capital
 Human Capital Is More Complex & Less
Predictable Than Others – Why?
 Value Addition, Only When Human Being Work
With Tools
 LEVELS/TYPES OF
1. Descriptive: Dashboards, Scorecards, Workforce
ANALYTICS
Segmentation, Data Mining, Periodic Reports
2. Predictive: Current & Historical Facts,
Probabilities & Potentials, Models For
Increasing Probability Of Selecting Right People
To Hire, Train, Promote
3. Prescriptive: Goes Beyond Predictions &
Outlines Decision Options & Workforce
Optimization (Rare In HR)
 Purpose Of Analytics

 Finding Best Path: Through Mass Data To

Uncover Hidden Financial & Economic Values
 Noncash Significant Off-Balance-Sheet
Items/Processes: Market Reputation, Customer
Satisfaction, Community Relations
 Financial Value: Cash & Liquid Resources
 TYPES OF DATA
 Structured Data Is Like Financial Data: Costs,
Process Time Cycles, Quantities
 Unstructured Data Typically Is Economic:
Nonnumeric Images, Text, Audio
 Hybrid Data: Essential For Future Analysis, Can
Make Process Much More Complicated, Objective
Facts & Subjective Beliefs
 Not-For-Profit Organizations
ANALYTIC PATHS
ANALYTIC VALUE CHAIN
Analytic Model
PREVENTABLE REASONS WHY EMPLOYEES DISENGAGE
 INTANGIBLES OF HR

1. Leadership 5. Commitment
2. Readiness 6. Loyalty
3. Engagement 7. Employer Brand
4. Culture
Inside the Data