HR ANALYTICS & TALENT

ANALYTICS
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 is the systematic identification and quantification of

the people drivers of business outcomes.

 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 provide data on the impact the HR
department has on the organization as a whole

 Establishing a 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 into problems and issues surrounding these
requirements, and using analytical workflow, guide the managers to answer
questions and gain insights from information at hand, then make relevant
decisions and take appropriate actions
8 HR Analytics every Manager
should know are as follows:
 Capability Analytics
 Competency acquisition analytics
 Capacity analytics
 Employee churn analytics
 Corporate culture analytics
 Recruitment channel analytics
 Leadership analytics
 Employee performance analytics
 Capability analytics
Capability analytics is a talent management process that allows you to
identify the capabilities or core competencies you want and need in your
business
 Competency acquisition analytics
Competency acquisition analytics is the process of assessing how well
or otherwise your business acquires the desired competencies
 Capacity analytics
Capacity analytics seeks to establish how operationally efficient
people are in a business.
 Employee churn analytics
Employee churn analytics is the process of assessing your staff
turnover rates in an attempt to predict the future and reduce employee churn.
 Corporate culture analytics
Corporate culture analytics is therefore the process of assessing and
understanding more about your corporate culture or the different cultures that
exists across your organization.
 Recruitment channel analytics
Recruitment channel analytics is the process of working out where
your best employees come from and what recruitment channels are most
effective.
 Leadership analytics
Leadership analytics unpacks the various dimensions of leadership
performance via data to uncover the good, the bad and the ugly. Data about
leadership performance can be gained through the use of surveys, focus
groups, employee interviews etc.
 Employee performance analytics
Employee performance analytics seeks to assess individual employee
performance. The resulting insights can identify who is performing well and
who may need some additional training or support in order to raise their game.
 TALENT ANALYTICS

Talent analytics is an analytics platform that

produces insights into the workforce — into the potential hiring
pool and into your existing team members. These insights are
used to create a better understanding of the strengths of
employees and potential employees, their weaknesses and how
these can be improved.
How it helps organizations?
• Data from talent analytics helps in attaining organizational
goal by utilizing the best of the talent in human resources. It
implements data management in decisions: talent acquisition,
compensation, retention, promotion, placement, or planning in
workforce or succession.

• It enables deliberate changes by enacting its ability of being a

powerful descriptive tool.

• Talent Analytics can also be used as a predictive tool and a

reliable future caster, since it analyzes the current skills and
attributes of high performers which in turn enable
organizations to construct a template that can be followed
while hiring in the future.
Challenges faced in Talent Analytics
 Major difficulty is spotting the data that should be
represented and how the data model should be employed
in predicting capabilities to produce an optimal return on
investment (ROI) on its human capital.

 There’s surplus amount of data in every organization

where analytics is implemented.

 But time and again, data is created and stored in

manifold places and in numerous formats.
THANK YOU