HR ANALYTICS: DESCRIPTIVE ANALYTICS FRAMEWORK

Descriptive analytics is the most basic form of analytics concerned with interpreting past data and
learning what changes been made in current time as compared to past data.

Data of Facebook likes and most trending hashtags on twitter maybe some example of descriptive
analytics. Historical data is drawn out to map some identifiable pattern in order to plan further and
merely to study changes, error in past strategies etc. HR Descriptive analytics focuses upon looking
back to find out source of past failures and success.

Descriptive analytics helps us quickly render the mistake undertaken in past actions, it instantly points
us to area where improvement is necessary.

PREDICTIVE

PRESCRIPTIVE
DESCRIPTIVE
How descriptive analytics works
Descriptive analytics constitutes two tools, i.e.: Data aggregation and data mining. Firstly
data aggregation helps in collecting and sorting the data to facilitate a manageable dataset.
Data mining comes after data aggregation where different patterns and trends are put together
in order to frame sense out of dataset. These patterns are then studied/ analyzed by analyst
and professional managers that makes out content useful for further improvements.
A manager, analyst may draw conclusions out of datasets from any given period of time: 6
months, 6 years or 16 years, collection of data is not enslaved to time limits.

DESCRIPTIVE ANALYTICS IN HUMAN RESOURCES

HR analytics is related with analyzing impact upon HR metrics such as retention, attrition, time to
hire etc. In HR field, descriptive analytics maybe keeping tab upon headcount of employees
demographically.

Studying the pattern of turnover and calculating turnover rate would also suffice under descriptive
analytics as HR descriptive analytics is all about ascertaining why and how something happened in
past and how to align with business goals.
  Tools used in HR descriptive analysis: data mining and data aggregation, basically to collect
data in order to study what happened in past.

 Useful analytical software: Power Bi, Tableau etc.

 HR descriptive analytics may be done through aligning employee dashboard.

 This helps answers : Which sources used for maximum hiring in past 6 years, Reason for
employee turnover, attempts made in past towards their retention, helps compare expense
against HR functions etc

How descriptive analytics Covers HR Functions.

 Recruitment- Comparison of post-test assessment and prior to test assessment of candidates.

 Employee training- Analysing training duration and improvement in productivity of those
employees in comparison to other
 Retention and turnover rate analysed on previous pattern of employees leaving the
organization and their reason for leaving.
 Performance appraisal- Trend in past rating of employees performance etc
 Workforce planning is best example of descriptive analytics in HR

Descriptive analytics is fast upon rendering gaps in employee engagement or employee performance-
these gaps are noticed before they become a problem and disrupt functioning of entire organization.
This approach is the best to ascertain ROI, i.e. return on Investment against expenses incurred and
business goals aligned with daily scheduling of functional department.

EXAMPLE OF HR DESCRIPTIVE ANALYTICS FROM DAILY LIFE:

 LinkedIn uses descriptive analytics algorithm to draw that out of total connections how many
are PG or UG qualified, company having more students from DU and less from Mumbai
university etc. what people employed at what role and No. of vacancy with them.

 Google employed descriptive analytics to analyze waiting lines in canteen of Google

headquarters. The brand intentionally kept its waiting time long to get their employees
collaborate with each other while standing in line.

 Microsoft uses descriptive HR analytics as it routinely keeps tab upon employee turnover,
month & period of turnover and attempts to their retention