1. HR ANALYTICS : AN OVERVIEW
SHIVAM AGARWAL

2. What is HR analytics?
 Human resource analytics (HR analytics) is an area in the
field of analytics that refers to applying analytic processes
to the human resource department of an organization in
the desire of improving employee outcome and therefore
getting a effective return on investment. HR analytics
does not just deal with collecting data on employee
efficiency. Instead, it aims to provide understanding into
each process by gathering data and then using it to make
related decisions about how to enhance these processes.

3. What HR analytics does ?
 What HR analytics does is interact business data and people data,
which can help to found important connections later on. The key form
of HR analytics is to add data on the impact the HR department has on
the organization as a whole. Building a relationship between what HR
does and business conclusion – and then creating strategies based on
that reaction – is what HR analytics is all about.
 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. HR analytics can help to gibe into
problems and matter surrounding these requirements, and using
analytical system, guide the managers to answer questions and gain
insights from advice at hand, then make important decisions and take
appropriate actions.

4. CAN YOU ANSWER THE FOLLOWING QUESTIONS ?
Human Resource analytics (HR analytics) is about analyzing an organizations’
people dilemma. For example, can you answer the following questions about
your organization?
 How high is your annual employee turnover?
 How much of your employee turnover consists of regretted loss?
 Do you know which employees will be the most possible to leave your
company within a year
You can only answer these questions when you use HR data. Most HR experts can
easily answer the first question. However, answering the second question is
harder.
To answer the second question, you’d need to blend two different data sources.
To answer the third one, you’d need to analyze your HR data.
HR departments have long been collecting vast amounts of HR data.
Unfortunately, this data often remains unused. As soon as organizations start to
analyze their people issues by using this data, they are engaged in HR analytics.

5. How HR analytics helps Human Resource Management
Like marketing analytics has changed 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 an operational partner to a tactical, or even strategic partner
Today, the majority of HR departments focus on describing employee data. This
doesn’t satisfy in today’s data-driven economy.
Just keeping records is often insufficient to add strategic value. In the words of Carly
Fiorina: “The goal is to turn data into information and information into insight”. This
also applies to HR.
Doing this enables HR to become more involved in decision-making on a strategic
level.

6. The picture below shows how this works in practice

7. THANK YOU
SHIVAM AGARWAL