HR has core functions that can be enhanced by applying processes in analytics. These are acquisition, optimization, paying and developing the workforce of the organization.
Human resource analytics (HR analytics) is an area in the field of analytics that refers to applying analytic processes to the human resource department functions of an organization in the hope of improving employee performance and therefore getting a better return on investment.
It can help to dig problems and issues surrounding these requirements and guide the managers to answer questions and gain insights from information at hand, then make relevant decisions and take appropriate actions.
It 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. It:
- Correlates business data and people data, which can help establish important connections later on.
- Conclusively shows the impact the HR department has on the organization as a whole.
- Establishes a cause-and-effect relationship between what HR does and business outcomes.
- Finally it creates strategies based on that information.
Through this solution we,
- Diagnose the current state
- Establish hypothesis as a base of HR analytics models, validate hypothesis and refine models
- Establish predictive HR analytics models &
- Design and improvise existing HR Matrices
Conduct capability building workshops for HR teams on statistical tools
HR has core functions that can be enhanced by applying processes in analytics. These are acquisition, optimization, paying and developing the workforce of the organization.
Human resource analytics (HR analytics) is an area in the field of analytics that refers to applying analytic processes to the human resource department functions of an organization in the hope of improving employee performance and therefore getting a better return on investment.
It can help to dig problems and issues surrounding these requirements and guide the managers to answer questions and gain insights from information at hand, then make relevant decisions and take appropriate actions.
It 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. It:
- Correlates business data and people data, which can help establish important connections later on.
- Conclusively shows the impact the HR department has on the organization as a whole.
- Establishes a cause-and-effect relationship between what HR does and business outcomes.
- Finally it creates strategies based on that information.
Through this solution we,
- Diagnose the current state
- Establish hypothesis as a base of HR analytics models, validate hypothesis and refine models
- Establish predictive HR analytics models &
- Design and improvise existing HR Matrices
- Conduct capability building workshops for HR teams on statistical tools
