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HR analytics is fast becoming a desired addition to HR practices. Data that is routinely collected across the organization offers no value without aggregation and analysis, making HR analytics a valuable tool for measured insight that previously did not exist. But while HR analytics offers to move HR practice from the operational level to the…
Here are some examples of specific metrics that can be measured by HR:
Most organizations already have data that is routinely collected, so why the need for a specialized form of analytics? Can HR not simply look at the data they already have? Unfortunately, raw data on its own cannot actually provide any useful insight. It would be like looking at a large spreadsheet full of numbers and…
You can imagine that HR data analytics holds enormous value for an organization. These examples are only the beginning. Indeed, analytics enables companies to measure the business impact of people policies. By applying complex statistical analyses, HR can predict the future of the workforce. This enables managers to measure the financial impact of Human Resource practices….
In the same way that analytics has revolutionized marketing, HR is being transformed by analytics too. It enables HR to: The majority of HR departments just record, and store employee data. This doesn’t suffice in today’s data-driven economy. Simply keeping records is often insufficient to add any strategic value. In the words of Carly Fiorina: “The goal…
