HR analytics uses data from HR functions like recruitment, talent management, and performance to ensure better decision making. It can quantify feelings and behaviors to predict how people will act. While traditionally focused on measurement and metrics, HR analytics now uses tools to gather and analyze large amounts of data. When done effectively, it provides benefits like improved talent acquisition, training, and retention, but challenges remain in implementation.

1. PEOPLE’S
ANALYTICS: HR
Meets METRICS

2. HR ANALYTICS

3. WHAT IS HR
ANALYTICS?

4. • HR is about feelings and emotions.
• Analytics can quantify, build a model
and predict their behavior.
• Decisions can be taken based on
experience.
If we agree above three:
• Analytics is done by companies having
access to technological tools.
• Will the average organization be able
to do it?

5. HR analytics is the science of
gathering, organizing and analyzing the
data related to HR functions like
recruitment, talent management,
employee engagement, performance and
retention to ensure better decision
making in all these areas.

7. EVOLUTION
• Earlier known as HR Measurement &
Metrics
• Hawthorne studies is one of the earliest
examples of behavioral research.
• Behavioral Assessments- FIRO, Belbin
Team Roles
• People Management Processes- Goal
Setting, Rewards & Recognition.
• Google Project Oxygen(2011)-

9. BENEFITS

10. HR ANALYTICS
TALENT
ACQUISITION
TRAINING &
EVALUATIONS
MACHINE
LEARNING
RETENTION

11. CHALLENGES

13. HOW TO USE HR
ANALYTICS?

16. WHAT IS GENERALLY
MEASURED?

17. WHAT SHOULD BE
MEASURED?

18. KEY TO SUCCESS IN HR
ANALYTICS
 Transparency in workforce and business
information.
 Analytics as a journey, not an end.
 Develop culture of data-driven decision-making.
 Empower line leaders, not just HR and L&D.