Anantara has developed a range of advanced capabilities in Analytics that are built around the company’s proprietary framework and methodology for intelligent Analytics named Enterprise Management Systems (EMS)™.

1. The information contained in this document is highly confidential and privileged. No part of this
document may be copied or circulated without express written permission from Anantara
Solutions Pvt. Ltd. This document is for discussion purposes only.
HR Analytics
Anantara Solutions Pvt. Ltd.

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3. Datafication of HR is Inevitable
Finance & ERP Consumer & CRM Talent, Leadership, HR
ERP
& Supply
Chain
Financial &
Budgeting
Logistics &
Purchasing
Customer
Analytics
(Data
Warehouse)
Customer
Segmentation
Market
Basket
Web Buying
Behavior
Recruiting
Learning
Performance
Talent Mgt
Workforce
Planning
Predictive
Models
For
Talent/HR
The Financial
Economy
The Customer
Economy and Web
The Talent
Economy
Early 1900s 1970s-80s
Steel, Oil, Railroads
Conglomerates
Financial Engineering
Customer Segmentation
Personalized Products
Globalization, Demographics Skills
and Leadership Shortages
1950s- 60s Today
The Industrial
Economy
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Ref : https://stkiblog.wordpress.com/2016/02/15/
3

4. Metrics
• A system or standard of
measurement
Analytics
• The systematic computational
analysis of data or statistics
Moving from metrics to analytics
Metrics Analytics
• What is my headcount? • What are the key characteristics of top performers?
• How many people did we hire?
• What are our best recruiting sources for top
performers?
• How many people resigned? • Who of our top performers is at risk of leaving?
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5. Goal of HR Analytics
Recruiting and
Workforce Planning
Compensation and
Benefits
Learning
& Leadership
Engagement
& Assessment
HRMS
Employee Data
Analytics
IT
Data
Management
Business
Consulting
+
= Business Insights
to make better
decisions
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6. Total Cost of Workforce
“Total workforce costs average nearly 70% of a company’s
operating expenses.”
- Society for Human
Resource Management
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7. Example of Business Value created
 The scope was to determine how likely an employee is to leave by
building a predictive model for employee attrition
 By building a predictive model with the different machine
learning algorithms to compare which model was able to predict
with better accuracy
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8. Representative HR KPI Dashboards
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Experience vs Salary Satisfaction level vs Salary Average Monthly Hours vs Experience
Employees Working vs Resigned
Number of projects
Worked
Resigned
EmployeeCount
Experience in company (years)
Resigned
No. of projects vs Employees Resigned Years of Experience vs Resigned
Worked
Resigned

9. Questions?
Mail us at
analytics@anantsol.com
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