What is Talent Analytic?

Talent analytics is software that gathers insights into a company’s current workforce this allows
companies to understand what motivates their workers. This is more on data gathering to help
them improve and to make the business work flow efficient. Meron silang data na tinitignan and
infos about sa mga employees nila to understand what are the strength and weaknesses na
kailangan nilang ma im-prove at para maging more productive. What is the effect of Talent
Analytic? Para ma improve nila ang quality of hiring process nila, and so, the company will hire the
best employee’s that will benefit the company.

And now let’s talk about Benefits of talent analytics - As I’ve said, talent analytics help
companies to understand their workforce better. Here are the some benefits of talent analytics
• Provides better hiring insights
• Gathers continuous feedback
• Promotes transparency
• Time-saving
• Increasing profit

1. Providing better hiring insights

Talent analytics programs look at all the info and skills your candidates provide in their
application throughout the hiring process. Nirereview nila yung mga data that the candidates
provided to make better decisions on hiring process, and ma hire nila yung best person that will fit
on the line.

2. Gathers continuous feedback

By ‘continuous feedback,’ talent analytics allows you to look at your existing employees and
analyze or identify any skills gaps, and assess them. Makikita mo o maevaluate mo sinong mga
empleyado ang may potensyal sa ganitong bagay, sino madaling matuto at sino nahihirapan.
Getting continuous feedback enables you to work on strategic and smoother way.

3. Promotes transparency
Any employee whose performance is being measured needs to understand why that is and how it
benefits them and the company. Isa itong magandang paraan na mabigyan ang mga empleyado ng
info about sa kanilang performance kung ano pa ang dapat nila I adjust para mas maging better
ang performance nila sa company.
4. Time saving
By using talent analytics, you no longer have to guess where the problems lie and how to fix them,
as you will have access to data-driven insights about your workforce. Makikita mo na agad ditto
yung mga future problems na pwede niyo ma encounter, ditto palang magagawan mo ng paraan.
Using this data, you are concentrating straight away on what really matters and what is most
beneficial for your company sabi nga “You won’t lose your time; your effort and money’ Kase
kaagad makikita mo na masusulusyunan mo agad. For example, may empleyado na masyadong
mabagal sa pag input ng mga data. By having a data, you can easily determine the factor na nag
cacause dun, for example kaya sya mabagal e isa sya sa mga generation X which is hindi gaano
gamay ang computer.
5. Increasing profit
 All companies love profit, by using the data you are capable to analyze if the company is
managing its employee productivity to generate a profit. By having a talent analytics mas
madidistribute ang workforce ng isang company sa mga areas’s na kung saan mas akma ang
kanilang kakayahan to generate more profit.
Focusing your efforts where they are needed based on talent analytics findings will lead to
significant cost savings and efficiency improvements.
Importance of talent analytics to Human Resource Leader?

It equips them with insights into their existing employees that allow them to implement changes
to enhance the environment to the advantage of their future workforce.
Talent analytics refers as workforce analytics, human capital analytics, or human resource analytics
and people analytics. All these phrases mean the same thing, so don’t be confuse.

 Human resource Analytics – it’s for conducting data, improving or enhancing HR practice and
to attract, manage, and retain employees. A great example is the use of analytics is to better
understand the recruiting process and help increase the time it takes to hire an employee. HR is
the one who are in charged with finding, screening, recruiting and mapapadali na ito kasi may
hawak na silang data provided by the employees and the applicants. This is a process to gather a
data to improve the performace of hiring and retain employees.

 People Analytics - You are exploring the employee’s data. This is a data-driven approach how to
manage people at work. You’re assessing, studying and scanning the people to achieve
sustainable business success, improving the employee experience and well-being. And to
improve the way the business does.

 Workforce analytics - Workforce analytics, starts with a focus on the work itself. The
understanding work processes, and planning for future work. More than simply looking for firing
and hiring information, workforce can help a company understand why their employees are not
performing their best. Inuusisa na nila ang mga kailangan na ma improve ng kanilang employees
by watching the data. Planning and predicting the possible needs of the workforce.

 Human Capital Analytics - It is the product of learning and training. Getting the most out of the
performance review process. In simple words Human capital is to provide an organization with
insights for effectively managing employees so that the business goals can be reached quickly
and efficiently. And to improve the employees performance.

As an owner of a small shops, I realized that I already used Talent analytics in our daily operation.
1. Hiring Analytics
By the time na nahire ko sila, I used their data provided on their resume to properly allocate the job I will
give to them, for example on my store I handle 3 person which includes a cook, front liner and cashier.
For example, my employee number 1, my background sya as an undergrad ng BSED Major in math, she
can easily perform the cashier duty because she is well verse in computing.
Employee number 2, my background sya as an undergrad ng HRM, she can easily blend with people and
she can easily understand ang mga moods ng customer, she can adjust to certain scenario for example nag
taray si customer, so it is not hard for me na ilagay sya as a front liner na kumukuha ng orders.
Employee number 3, my background naman sya as a plain housewife, napakalinis nya at napaka galling
mag luto, she can easily cook the topiaca pearls and milktea.

2. Ongoing Feedback Analytics

Though nabigyan ko na sila na ng designated duties, I also make sure to hear on what they feel regarding
to their daily duties. I tend to know if may problema sila dahil continuous ang pakikinig ko sakanila, and
thru that mas na e-evaluate ko kung mas okay sakanila ang job na nabigay sakanila. I tend to make sure
na every other month I give them the opportunity na mag rotate sa kanilang job position para iwas umay
sa kanilang trabaho at ma experience nila ang ibang trabaho which my business can give to them.

3. Optimization Analytics
With the combination ng data na nagather ko since na hire ko sila at sa ongoing feedback, I always came
up on solutions sa mga problems na nag aarise because I am very aware of the strength and weakness ng
mga employee ko, I am well verse sa kanilang kakayahan. Hindi sila nabobored sa trabaho nila at the
same time kumikita ng business ko. So ang aming daily operation are smooth if there is a problem we can
solve it right away.