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HR Analytics

Session 1

  1. What is Analytics?
  2. Difference between Analysis and Analytics
  3. Types of Analytics
  4. What is Descriptive Analytics?
  5. What is Predictive Analytics?
  6. What is Prescriptive Analytics?
  7. What is HR Analytics?
  8. Why is HR Analytics is Separate Branch Altogether?
  9. Tools Used in Analytics

Session 2

  1. What is Strategy?
  2. Strategy & HRM
  3. Designing HR Strategy

Session 3

  1. Analytics in Traning & Development
  2. What is Learning Analytics?
  3. Training Need Analysis
  4. How to create a Heat Map?

Q. What is HR Analytics?
A. Analytics is defined as the interpretation of data patterns that aid decision-making and performance improvement. HR Analytics is defined as the process of measuring the impact of HR metrics, such as time to hire and retention rate, on business performance.

Q. What do you understand by Analytics?
A. Analytics is the scientific process of discovering and communicating meaningful patterns in data.

It is concerned with turning raw data into insights for better decision-making. Analytics relies on the application of statistics, computer programming, and operations research to quantify and gain insight into the meanings of data. 

One needs to understand that all living organisms are analytical. Our brains are complex machines, which learn things on their own. For Example, our brain can from day one differentiate between a dog and a can, although we might not be knowing its name, we can differentiate them.

Similarly, every situation in corporate decision-making requires us to analyze all data and then provide the best insights about the scenario, and then make decisions accordingly.

Q. How is Analytics relevant to HR?
A2. Humans create the most important asset in any organization. And the amount of data that humans generate is tremendous. Data points include;

  1. Personal Information of Employees
  2. Contact Details
  3. Geography Data
  4. Demography of Employees
  5. Attendance Records
  6. Compensation & Benefits
  7. Rewards
  8. Family Information
  9. Performance Appraisal Data
  10. Training & Development Data
  11. Employee Engagement Data
  12. Feedback & Surveys etc

To understand it better, let's understand what is HR Analytics?

HR Analytics is the analysis of data that Humans produce in the organization for better decision-making. It includes everything from headcount, compensation, job title, and function, work location, hiring, onboarding, turnover, employee engagement, diversity, learning, and development, etc.

This data can be used to;

  • Understand the workforce
  • Efficiently deploy resources
  • Plan for the future

Now because of so much data, Analytics is more than relevant for HR, because it helps in analyzing the unstructured data that is available across departments and within several HR systems.

This helps in getting insights about employee turnover reasons, training needs, calculating return on investments, etc.

This all, in turn, helps in making sure that we can make better decisions as HR.

Q. In what Training & Learning Activities, Analytics can be used?
A. Analytics can be used in Training & Learning Activities in several ways. For Example,

  1. It can be used to check the need analysis 
  2. It can be used to analyze surveys & feedbacks with regards to the training & learning process
  3. It can be used for analyzing the behavior of people who attended vs who didn't attend the training program
  4. It can help us in personalizing the learning experiences
  5. Predict Learners Performance, hence we can give proper proof about how a training program will benefit the organization in the longer run
  6. Improves online training programs
  7. Contributes to the cost-effective training budget

Q. What are various metrics that are commonly used for HR Analytics?
A. HR Metrics are used to gauge the effectiveness of various HR responsibilities and initiatives such as hiring, employee retention, training, and lab costs. Human Resources departments can use these metrics to improve their efficiency and demonstrate the value of their activities to upper management.

Some of the Human Resources Metrics:

  1. Time to Hire
  2. Cost to Hire
  3. Employee Turnover
  4. Revenue per Employee
  5. Billable hours per employee
  6. Absenteeism
  7. Cost of HR per Employee
  8. Employee Engagement
  9. Cost of training per employee
  10. Employee Happiness
  11. Absence rate per manager
  12. Overtime expense, etc.

Q. HR Analytics, People Analytics, and Workforce Analytics: What is the difference?
A. The terms HR analytics, people analytics, and workforce analytics are often used interchangeably. But there are slight differences between each of these terms.

HR Analytics: HR analytics specifically deals with the metrics of the HR function, such as time to hire, training expense per employee, and time until promotion. All these metrics are managed exclusively by HR for HR.

People Analytics: People analytics, though comfortably used as a synonym for HR analytics, is technically applicable to "people" in general. It can encompass any group of individuals even outside the organization. For instance, the term "people analytics" may be applied to analytics about the customers of an organization and not necessarily only employees.

Workforce Analytics: Workforce analytics is an all-encompassing term referring specifically to employees of an organization. It includes on-site employees, remote employees, gig workers, freelancers, consultants, and any other individuals working in various capacities in an organization.

Q. How does HR Analytics Drive Business Value?
A. There is a great deal of discussion on replicating the consumer experience in the employee experience. Essentially, the data on consumer behavior and mindset can help develop strategies to maximize sales by capitalizing on those factors. Similarly, the data useful for the HR function can be used to improve employee performance, the employee experience, and in turn, maximize business outcomes.

Collins offers an example of how HR analytics can be used to enhance business value. "HR analytics could be used to measure investments in reskilling, which will deliver the right competencies to support a new revenue model, using data-driven insights to modify the training offering as sales results emerge".

Q. How HR Analytics helps Human Resource Management?
A. Like marketing analytics has revolutionized the field of marketing, HR analytics is changing HR. It enables HR to:

  • Make better decisions using data
  • Create a business case for HR interventions
  • Test the effectiveness of these interventions
  • Move from operational partner to a tactical, or even strategic partner

Today, the majority of HR departments focus on reporting employee data. This doesn't suffice in today's data-driven economy.

Just keeping records is often insufficient to add strategic value. The goal is to turn data into information into insight. Doing this enables HR to become more involved in decision-making on a strategic level.