Visualisation HR Metrics/analytics


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HR analytics new tips for data analytics.

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Visualisation HR Metrics/analytics

  2. 2. PERSONNEL, HCM,HR• Personnel Administration, Human Resources, or Human Capital Management, all these come down to people and management• People are an integral part of understanding and managing• the business.• Over the years, companies have spent hard dollars to monitor the “soft” asset, the people.• New tools and technologies provide unprecedented insight so organizations can easily make the most of this valuable asset
  3. 3. DO YOU KNOW HOW TO FACE THECHALLENGES AS HUMAN RESOURCES PERSON• There are three dynamics that make people management more complex than ever before in global organisations.1. Variety and diversity2. Local legal compliance needs3. Skills4. Type of engagement5. Spread across boundaries/culture
  4. 4. HR -NEW NORMAL• Human Resources has challenge to create an agile, cohesive, skilled resource pool that• enable the business to grow amidst complex economic situations.• Just as the woman here
  5. 5. HR is attempting tosuccessfully standardize thequantification of a humanresource’s value and theircontributionHR has to gauge to measurehow an individual worker’sactions—productivity,innovation, resignationimpact the business.
  6. 6. WHAT TOOL TO USE TO TRULY MANAGE• Plenty of data is presented in reports, screens, or dashboards without correlation or context.• tons of data but no real insight.•• Loose, connection to decisions that need to be made.• What does business really need in order to assimilate and make sense of all this data?
  7. 7. SECRET HR FORMULA- VISUALIZATION ENABLING HR• Hieroglyphic-like pictograms were part of the written languages• Modern languages rely in symbols• Symbols add meaning to impart information and grasping easier .• Visual impact needs to be given to data presented by HR
  8. 8. STRATEGIZE, VISUALIZE AND OPERATIONALIZE• We really need to transform the data into a visual picture,• a diagram or symbol representing a combination of elements that communicate business information.• This visualization, coupled with modeling the “future,” allows managers to make involved decisions.
  9. 9. Current dashboards are still builtto present information in bargraphs and pie charts.Not even radar chart or bubblegraphs.To view the data and itscomponents in a “drawing,” isvery compelling.Instant understanding of theinformation in the relevantcontext becomes easier
  10. 10. A Radar Chart, sometimes referred toas a Spider Chart or Star Chart, is a circular graph used primarily as adata comparison tool. These charts normally have a circularshape, but can also be displayedas a polygon.Unlike most other chart types, theRadar chart does not plot an X value. Radar Chart X values are ignored forall Radar chart series.However, even though X values areignored,the X axis is still used for the labelsaround the chart, as well as spacingsbetween the label, and the chartitself.The visual appeal is better than normalbar charts
  11. 11. Employee’s competency analytics across 7 dimensions I have used this to make people see 60% Tools even adverse feedback on their test 50% UMT/Harve scaores Soft skills 40% ster 30% 20% 10% This chart replaced a traditional tableMethodolo 0% The impact on people who received BI/DW gy was stupendous Vertical Functional Goal 2012 Saama Mean
  12. 12. Employee Attrition analyticsTurnoverThe rate of employees living the organizationand being replaced by new employees.Turnover = Number of employees who left theorganization / Total headcount.Cost of TurnoverCost associated with loosing current employeesand replacing them with new employees.Example: Cost of hiring, Cost of training, Cost ofOvertime.Involuntary Turnover (Termination Rate)The rate of terminating employees due to poorperformance.Involuntary Turnover = Number ofterminated employees / Total headcount.Voluntary TurnoverThe rate of employees leaving the organizationbased on their own decision.
  13. 13. Getting Employee feedback aboutHR effectiveness is important HR excellence index is a system to develop and use to measure internal customer satisfaction it measures across 30 parameters. All scores are then aggregated to arrive at over all index The metrics developed helps in strategizing improvement measures
  14. 14. HCM EFFECTIVENESS METRICS Survey across all areas where HR has impact Every employee rates on 10 point scale Areas covered: 1. Policy 2. Process 3. Service level 4. Service quality 5. Responsiveness 6. Knowledge and competency of HR staff
  15. 15. WHAT AWAY TO PRESENT HR EFFECTIVENESS SUMMARYNote: All figures are Average of total responses.
  16. 16. POLICIESNote: All figures are Average of total responses.
  17. 17. REWARD PROGRAMSNote: All figures are Average of total responses.
  18. 18. BENEFITNote: All figures are Average of total responses.
  19. 19. EVENTSNote: All figures are Average of total responses.
  20. 20. IMMIGRATION, RM & PERF. MGMT.Note: All figures are Average of total responses.
  21. 21. ISSUE HANDLING & FRONT DESKNote: All figures are Average of total responses.
  22. 22. SUMMARYHR analytics must cover nontraditionalAreas to be meanigfulHR analytics mustVisualize , strategize andoperationalize