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HR Analytics

Human resource analytics (HR analytics) is an area in the field of analytics


that refers to applying analytic processes to the human resource department
of an organization in the hope of improving employee performance and
therefore getting a better return on investment. HR analytics does not just
deal with gathering data on employee efficiency. Instead, it aims to provide
insight into each process by gathering data and then using it to make
relevant decisions about how to improve these processes.
What HR analytics does is correlate business data and people data, which
can help establish important connections later on. The key aspect of HR
analytics is to conclusively show the impact the HR department has on the
organization as a whole. Establishing a cause-and-effect relationship
between what HR does and business outcomes - and then creating strategies
based on that information - is what HR analytics is all about.
HR has core functions that can be enhanced by applying processes in
analytics. These are acquisition, optimization, paying and developing the
workforce of the organization. HR analytics can help to dig problems and
issues surrounding these requirements and using analytical workflow will
guide the managers to answer questions and gain insights from information
at hand, then make relevant decisions and take appropriate actions.

Key Features Of HR Analytics

Reporting
Performance Management
Data Mining
Bench Marking
Text Analysis
Process Mining
Event Processing

Concepts under Analytics

Business Intelligence is a set of theories, methodologies, processes, and


architectures, technologies that transform raw data into meaningful and
useful information For business purposes.

Business Analytics refers to the skills, technologies, applications ad practices


for continuous iterative exploration and investigation of past business
performance to gain insight and drive business planning

Predicitive Analysis- Future Assumptions


Analysis & Monitoring-Current Status
Reporting Past

HR Analytics

Measure and Manage- what gets measured, gets managed. What gets
manaed gets executed- Peter Drucker

Return on Investment- The Business demands on HR are increasingly going


to be on analysis just because people are so expensive- David Foster
Linkage of Business Objectives and People Strtegies- To clearly demonstrate
he interaction of business objectives and workforce strategies to determine a
full picture of likely outcomes- HR Dashboards- SAP

Performance Improvement- Global organizations with workforce analytics and


workforce analytics planning out perform all other organizations by 30%
more sales per employee- Cedar Crestone.

H in d S g h t
models

I n s i g h t F o re s i g h t

Hind Sight- Gather Data by


Reporting
Insight- Make sense of Data by
Analysis and monitoring
Fore Sight- Develop predictive

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