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HR analysis
1.
2.
3. • Strategy :
HR improves the company's bottom line with its knowledge of how
human capital affects organizational success.
• Employee Satisfaction :
Employee relations specialists in HR help the organization achieve high
performance, morale and satisfaction levels throughout the workforce,
by creating ways to strengthen the employer-employee relationship.
• Benefits :
Benefits specialists can reduce the company’s costs associated with
turnover, attrition and hiring replacement workers.
• Training and Development :
HR training and development specialists coordinate new employee
orientation, an essential step in forging a strong employer-employee
relationship.
4. So Lets Explore…with tools
WATSON ANALYTICS and COGNOS
INSIGHT
As being a HR in Organization, Anita is responsible for all the analysis
of Employees Performance, their Training and development and their
attrition rate, attrition reasons, employment cost that effect organization
revenue also.
7. Problem statement : HR Anita identify that for better performance of employees , Training and
development, their satisfaction level (if employee is satisfied, they perform well) and
appropriate Training plan (training plans are under organization policy ,designed according to
employee needs) must be in Full Focus . Performance A, B,C and D ranked for High, Average ,
Low and Very low performance respectively.
Solution Approach : For performance improvement, first she analyze that how many
employees are there of rank A performance. As it shows in Bar graph that there is 220 total
employees of rank A performance (which is good for organization). What is the reason behind
their performance improvement ? And why other employees performance is lower compared
to them? Need to improve their performance will be next concern for Anita.
8. 1. As she see the Total salary (including Bonus) is higher for rank A performance employees.
She conclude that High salary can be one of the reason of motivation for these employees to
work well in their job. But also, here a fact that she analyze, C performance employees have
good salary level than performance B employees but still lower performance. Why?
9. 1. So next she analyze the Course plans. Trainings can improve the performance of
employees . There in S&M organization , different course plans are designed according to
employee needs . We observe here that by which Course plan, employees performance
improve.
2. She analyze that Here L10 Course plan(code of the plan is L10,that has different phases for
development ) has strong influence over high performance employees (for L10: A ranked
employees are 46). Next step can be analysis of this L10 course plan, so that according to
this course plan, we can modify other course plans(course cost and days ). And suggest this
course plan to other lower performance employees .
11. 1. Employee attrition refers to the loss of employees
through a number of circumstances, such as resignation
and retirement.
2. The cause of attrition may be either voluntary or
involuntary.
3. Due to the expenses associated with training new
employees, any type of employee attrition is typically
seen to have a monetary cost.
4. It is also possible for a company to use employee
attrition to its benefit in some circumstances such as
Discharge by Performance.
12. Problem statement : Employee attrition means loss of employees in company.HR Anita
identify from collected data set of organization that attrition of employees by Voluntary
reason having more high performance employees. So what is the reason, why high performer
employees leaving company ?
Solution Approach : As she can analyze in Bar chart( In Watson analytics), organization is
terminating (discharge by performance ) employees of lowest performance, which is obvious.
Next step is to analyze Voluntary Termination.
13. As Anita can see here, for voluntary termination
1. Most of the Moderate satisfied employees are leaving job. So these employees are not
satisfied with their job. Why they are not satisfied?
2. Low and Very low satisfied employees are not leaving job that much as we supposed, so
there must be another reason behind this.
3. Very high satisfied employees with their job, are not leaving (as we supposed ),it should
happen. They are getting what they require.
14. As Anita see, Course cost is very high for Moderate satisfied employees ; this can be a
reason, May they are not interested or cant afford to pay this much money over their
course plans, but they still want to do the course for further improvement in reasonable
conditions, So may be they are able to find another job where salary is same or higher
and course cost is also less (for similar kind of course plan) (which is possible).
16. Initial Question??
What is the return on investment for having
resources dedicated to workforce analytics?
In other words, what benefits and cost-
savings can our organization expect in
exchange for hiring these resources?
17. Today’s economic challenges require
organizations to find new ways to not only
reward top performers, but to motivate all
workers to improve performance by trainings
and courses while maintaining or increasing
business value. Both must be done as cost-
effectively as possible.
Organization Revenue is directly linked with Employment Cost.
So..
1. Bonuses, Training cost , such investments that
organization is doing over their employees, Benefiticial
or not?
2. Performance of employees increasing or not?
18. Problem statement : S & M Organization investing over Trainings (training cost), Bonus , Salary
for employees. What benefits are coming out of this investment?
Solution Approach : 1. We will analyze the Bonus value against the performance of
employees.
2. Also we can analyze the Training cost against employee performance.
We want to see if there is any performance improvement occurs after all these trainings and
organization can get benefiticial by employees better performance ?
19. Conclusion : 1. As we can see in this Exploration, for Employee of performance A (High) are
getting highest Bonus value.
2. But problem arises , where organization paying more bonus value to employees of
performance C (Low) , compared to employees of performance B (Average).
3. Organization is investing more over the employees of lower performance, from where they
getting not any quality work.
20. Observation : We see here in this bar chart, Total training cost invested over employees
of lower performance (C) is higher than average performance (B) employees training cost.
Needs to work over this area ,because training cost is high but improvement in employee
performance do not increase.
But also Total Training cost which is highest in chart, invested over the employees whom
performance got improved (A). So organization can get benefiticial by their work.
21. Observation: We can analyze from this line chart that whether organization is obtaining
something in return from investment or not?
Organization conduct trainings for employees of courses (what they choose or other trainings
occur occasionally). They invest money on these trainings, But Organization can balance its
Training investment by taking reasonable charges from employees in form of Course Cost for
their course plans . (Return on investment)
Here, Course
cost is higher,
and training
cost is very
less ( so org
getting most
with no large
investment)
