1.

(a) Define what is HR analytics

HR analytics is an area in the field of analytics that refers to applying analytical
processes to the human resource functions of an organisation 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 insights into each process by gathering data and then using it to make
relevant decisions about how to improve these processes.

(b) List the three (3) classifications of analytics, based on methods and purpose.

2. From the article, identify two (2) benefits of using HR analytics. Support your answer
with an evidence for each benefit identified.
3. According to AIHR, there are 14 HR Metrics that enable HR to track and measure
performance on different aspects and ultimately predict the future. List four (4) HR
Metrics examples.
4. From Paragraphs 3 and 4, identify two (2) relevant steps involved in the HR
analytics approach. Support your answer with an evidence for each step
identified

5. Describe the evolutionary levels of the HR Analytics roadmap.

Level 0 is based on gut feel decision making, where decisions are not based on
evidence. HR data is available at hand, however, no technology make high-level
analysis possible. Decisions were opinion driven. Technology provided were focused
on basic applications of payroll and benefits. Level 1 is reporting. Which consists of
data representing the past. It answers the question of ‘What happened?’. This is where
there is a Descriptive use of analytics. HR turn to HR technology solutions to provide
reporting to internal customers. Level 2 is Metrics and Dashboards. It measures the
execution of HR processes. This phase answers the question of “What is happening”.
More data visualization tools are available. HR begins to ‘slice and dice’ the reporting
data into multiple viewing factors for comparing results by job role and business unit
etc. the analytics team makes a more proactive approach to understanding
stakeholders’ needs and builds customisable reports and dashboards to communicate
findings. Level 3 demonstrates the link between HR, strategy and performance using
data, to show HR plays a significant role in achieving business results. It looks at
establishing cause and effect relationships using tools like regression analysis. Some
questions asked could be “Is engagement related to safety results?” and “Is
engagement related to productivity?”. All of these questions can be answered with
strategic analytics. The rise in the use of predictive analysis is also in this phase.
Predictive analysis can answer questions like “Who is most likely to retire this year?”
and “Who is most likely to quit the company?”.