WHAT IS HR ANALYTICS?

• HR analytics is the science of gathering,organizing and analyzing the data related to HR

functions like recruitment,talent management,employee engagement,performance and
retention to ensure better decision making in all these areas.
• HR analytics does is correlate business data and people data,which can help establish
important connections later on.
• 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.
COMMON DATA SOURCES FOR HR ANALYTICS

• Common data sources include internal data like demographic employee

data,payroll data,social network data,performance data,and engagement data.
External data sources can include labor market data,population data,LinkedIn
data,and much more. Any data that’s relevant for the specific project can be used.
This Photo by Unknown Author is licensed under CC BY-SA-NC
TYPES OF HR ANALYTICS
Capability analytics
The success of business depends on the level of expertise and skill of your workforce. Capacity analytics
is talent management process that allows you to identify the capabilities or core competencies you want
and need in your business.

Capacity analytics
Capacity analytics seeks to establish how operationally efficient people are in a business,e.g. are people
spending too much time on admin and not enough on more profitable work,or are individuals stretched far
too thin?It allows businesses to establish of how much capacity they have to grow.

Employee churn analytics

Hiring employees,training them and then integrating them into the business costs time and
money,Employee churn analytics is the process of assessing your staff turnover rates in an attempt to
predict the future abd reduce employee churn.
Corporate culture analytics
Culture is notoriously difficult to pin point and even harder to change.It is essentially the collective(often
unspoken) rules,systems and patterns of behavior that embody your business.Corporate culture analytics
is therefore the process of assessing and understanding more about your corporate culture or the different
cultures that exists across your organizations.

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. Today, we have many innovative ways of collecting and analyzing performance,from
crowdsourced performance assessments to big data analytics.

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 or ethnography.
HR ANALYTICS FOR BUSINESS DECISIONS
• The are the backbone for decision making: The human resource analyst is the
backbone for making vital decisions. They are important to every organization because
they are the only one from whom the decision goes through and also gets final after proper
evaluation.
• They help in reviewing the decisions: The decisions taken by the management are
reviewed by the human resource analyst and the suggestions arealso made to them. After
making suggestions and amendments the decision is finalized. The decision has to pass
many steps before it gets final.
• They provide ana edge over competitors: Just because of the decision related to the
policies being reviewed and taken into the consideration by the human resource
analyst,they give an edge to the organization in the decision making; also provide
competitiveness in the market.
Higher authority is the management team; which includes the managers.
The managers make the policies,programs and decide on what is right and wrong with the help of the
human resource department which includes the human resource analyst.
The human resource analyst for the business decision is a good career,if anyone wants to pursue it. This
is because the main decisions are taken by them which is key to every organization and also very
CASE STUDY: SAVING MONEY BY PREDICTING
WHO WILL QUIT
• On March 13 2015,the Wall Street Journal published an article titled.”The
Algorithm That Tells the Boss Who Might Quit”. The article explored how Credit
Suisse was able to predict who might quit the company. It was one of the first
examples of the now very popular employee churn analytics.
• Not only were the analysts ata Credit Suisse able to predict who might quit,but
they also could identify why these people might quit. This information was
provided anonymously to managers so they could reduce turnover risk
factors(here’s how to calculate employee turnover) and retain their people better.
HOW ANALYTICS HELP WITH YOUR HR
STRATEGY:
• 1.The human resource analyst tracks the developments and the trends in the different functional areas
of the human resource strategies used by the human resource management.

• The human resource analyst not only reviews,or collect data to review but also are assigned with
various other functions which are not limited to,employment analysis but also includes
recruitment,decision making and so on.

• The human resource analyst collects the information from the higher authority like managers and most
of the time they gather the information from the human resource department. The human resource
department gives them all the details of the employees,their behavior etc.The human resource analyst
analyzes the information taken from the human resource.Also suggest the changes if any required.

• The human resource analyst is also required to perform various studies. Proper research is done
before preparing the studies and then finally the hr reports are prepared by the human resource
analyst.
 CONCLUSION

The HR analytics is the process by which the team of human resource through the
analytical process works to improves the performance.
• When the team of human resource makes use of this process,the business of the
company is benefitted at large as it gets larger return on investment.
• Deals with the gathering of the employee information so as to know their
efficiency level.
• Helps employees by providing the insights and the advice rlated to the task so as
to help them make relevant decisions.