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  • People Analytics

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    The document discusses people analytics metrics and provides examples. It defines people analytics as a data-driven approach to managing people and goals in work. It describes the people analytics department as being responsible for collecting and analyzing HR data and linking it to business indicators to increase efficiency and provide decision-makers with relevant metrics. An example provided examines nursing workforce vacancy rates and hiring numbers quarterly. The document outlines challenges like a lack of standardization and improving HR metrics and data visualization. It compares people analytics to traditional HR reports and outlines the department's aims, tools, structure, and costs.

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    People-Analytics

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    The document discusses people analytics metrics and provides examples. It defines people analytics as a data-driven approach to managing people and goals in work. It describes the people analytics department as being responsible for collecting and analyzing HR data and linking it to business indicators to increase efficiency and provide decision-makers with relevant metrics. An example provided examines nursing workforce vacancy rates and hiring numbers quarterly. The document outlines challenges like a lack of standardization and improving HR metrics and data visualization. It compares people analytics to traditional HR reports and outlines the department's aims, tools, structure, and costs.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
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    Download as pptx, pdf, or txt
    14 views13 pages

    People Analytics

    Uploaded by

    Kholoud
    The document discusses people analytics metrics and provides examples. It defines people analytics as a data-driven approach to managing people and goals in work. It describes the people analytics department as being responsible for collecting and analyzing HR data and linking it to business indicators to increase efficiency and provide decision-makers with relevant metrics. An example provided examines nursing workforce vacancy rates and hiring numbers quarterly. The document outlines challenges like a lack of standardization and improving HR metrics and data visualization. It compares people analytics to traditional HR reports and outlines the department's aims, tools, structure, and costs.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    of 13

    People Analytics Metrics

    People Analytics
    Department

    Mohamed Khder
    Group Com & Ben Senior
    Specialist
    Introduction
    Definition

    People analytics is a data-driven approach to managing


    people and goals in work.

    What is the people analytics department?

    It’s a department responsible for collecting and analyzing human resources data
    and linking it with business indicators and data to increase efficiency, finding
    weaknesses, and provide the decision makers with the right indicators to increase
    the effectiveness of decisions and people management
    People analysis Example

    SGH
    Organization Challenges

    1. Lack of standardization between HR department & other business department.


    2. Improve HR Metrics to show HR in number for board and other business partner to
    made them understand how it effect in business .
    3. Improve our Data Visualizations and use the right math and inductors to support our
    vision.
    4. HR digital transformation and control HR data in right directions.
    5. Improve our data-driven culture.
    Example :
    Nursing workforce how they calculated workforce occupancy monthly and the number
    of hiring during the year :

    Yearly Nursing workforce


    Vacancy Occupancy Number of hiring
    6

    80%

    Nursing Numbers

    Yearly Nursing workforce


    Vacancy Occupancy % Number of hiring

    50
    95%
    93% 40
    90% 89% 90%
    30
    85%
    20 82%
    80%

    75%
    Q1 Q2 Q3 Q4
    People Analytics ROI
    Investment per dollar
    Investment per dollar

    16.03

    13.01

    10.66

    2011 2014 2019

    Sources
    https://newintelligence.ca/wp-content/uploads/2015/02/Nucleus-research-ROI-Sep-2014.pdf

    https://www.youtube.com/watch?v=B4EqhvSuv4o&t=133s
    Department AIM

    People Data Management Support strategic Management Become business partner for all HR
    function and branches

    Spread Data-driven culture


    People analytics Vs HR Reports

    Indicators People analytics HR Reports

    Strategic Depth Linked HR numbers with business HR departmental focuses


    indicators & Goals

    Standardization Yes, a across all organization No

    Problem Analysis Provide Data and Provide actionable Provide Data


    insights

    Monitoring & Expectation Internal & External No


    Challenges
    Reports Level
    Predictive
    Analytics
    Strategic
    Analytics
    Advanced Reporting

    Operational Reporting
    Tools
    Excel Power BI Tabula

    Python
    Structure and Cost Center

    Employees Salary

    Department Cost
    People Analytics
    1st year
    Section Head Benchmark
    Surveys

    2nd Year Nurses &


    Administrative
    Physicians &
    Allied
    Applications
    subscribe

    People
    Outsources
    3rd Year Analytics
    Specialist
    Company

    Devices

    Monthly Changeable Assets


    Thank you

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