How to apply business Analytics into Human Resource and its significance.

1. APPLICATION OF
BUSINESS ANALYTICS IN
HUMAN RESOURCES
Submitted
By:
JISA SHAJI

2. APPLICATION OF BUSINESS ANALYTICS
 MARKETING
 FINANCE
 HUMAN RESOURCES
 MANUFACTURING
 CREDIT CARD COMPANIES
 CUSTOMER RELATIONSHIP MANAGMENT
 PUBLIC POLICY

3. HUMAN RESOURCE MANAGMENT
Human resource is a department of a company or organisation
responsible for managing resources related to employees.
Human resource management is a contemporary term used to
describe formal systems devised for the management of people
within a firm or an organisation.
It focuses on the following areas :
 Recruiting and Staffing
 Compensation and benefits
 Training and learning
 Labour and Employee relations
 Organisation and development

4. APPLICATION OF BUSINESS ANALYTICS IN HUMAN
RESOURCE MANAGEMENT
The HR professionals with some knowledge of business
analytics will need to use business models and various data
interpretation techniques to understand the changing culture of
the present day workforce.
The HR of an organization oversees the following functions:
 No. of departments in the company and their individual
functions
 Workforce required at the department level for effective
performance.
 Requirement for training modules and related procedures
 Total investment in terms of time and capital which enhances
the skills.

5. Example 1: While recruiting a candidate, the probability of retaining the candidate
for next two years.
Using Predictive Analysis, we can ascertain whether a new entrant is probable
to stay in the company for some definite period. The predictions will help to understand
any amendments in the existing policies or provisions required for hiring new
candidates.
Example 2: To analyse the best performance employee
Using Business Analytics, the HR can select the employee by predicting on
the basis of historical information on the basis of their performance. An effective HR
strategy adds value to the organization and it is upto them to analyse the kind of
workforce that will contribute their expertise to the organization.
Thus, a HR professional can make use of the principles and methodologies of business
analytics to list down, analyze, verify, investigate and interpret the data in hand. On
further analysis they can reveal the repetitive trends. Once the pattern is identified, it is
easy to spot the underlying problem and then come up with a suitable optimized
solution.

6. At the analytical level, the HR can use Business Intelligence for Human
Resources to analyze issues by individual, team, department, region, division,
manager, role and many other factors. Graphical capabilities, charts, gauges,
personalized, automated alerts and other features enable the HR professional to make
clear, confident decisions and to provide the management team and employees with
timely advice
The HR team can utilize Balanced Scorecards to monitor and review results
by division, team and individual to illustrate performance and analyze issues. These
features enable HR and the executive team to drive performance , communicate
expectations, strategy and objectives and review results using specific perspectives.
HR can provide valuable support to manager, executives and employees
alike. If HR professionals have access to a true business intelligence environment,
they can perform at optimum capacity and support the organization at a strategic,
tactical and operational level with clear, concise information and advice.
True performance management allows the organization to stay abreast of
critical issues and adapt to the changing environment with full insight into the
effectiveness of training, hiring, skills, mentoring, and resource optimization.