Understanding the process of HR Analytics HR Analytics is made up of several components that feed into each other. Let’s take a closer look at how the process works: 1. Collecting data Big data refers to the large quantity of information that is collected and aggregated by HR for the purpose of analyzing and evaluating…
How can HR Analytics be used by organizations? Let’s take a look at a few examples using common organizational issues: 1. Turnover When employees quit, there is often no real understanding of why. There may be collected reports or data on individual situations, but no way of knowing whether there is an overarching reason or…
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…
To wrap all the information up, we’ve created an infographic with the latest research on people analytics. It contains the major challenges that the field is facing in terms of skills, data quality, data integration, and reporting. To download the full infographic as a PDF, click the link.
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….
Start with a straightforward question, such as “which employees have the highest potential for progression and leadership?” You can answer this question using quite simple statistics. Doing this helps to quantify the relationships between people’s abilities and organizational outcomes. In this way, analytics can help your organization track absenteeism, turnover, burnout, performance and much more….
To get started with HR analytics, you need to combine HR data from different systems. Say you want to measure the impact of employee engagement on financial performance. To measure this relationship, you need to combine your annual engagement survey with your performance data. This way you can calculate the impact of engagement on the…
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…
Of all the departments in an organization, the Human Resource (HR) department may have the least popular reputation. This has two reasons. First of all, the HR department is like a doctor: you’d rather never need one. Picture your role from the other side – when you ask an employee to come by your office,…
HR analytics, also referred to as people analytics, workforce analytics, or talent analytics, involves gathering together, analyzing, and reporting HR data. It enables your organization to measure the impact of a range of HR metrics on overall business performance and make decisions based on data. In other words, HR analytics is a data-driven approach toward Human…
