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1. HR ANALYTICS
PJ Valencia, KB304

2. 1. Understand the concept of
HR Analytics;
2. Be able to contextually
apply principles of HR
analytics in the student
organization’s projects.
Objectives

3. 1. People who work for the
company;
2. Department that is
responsible for managing
resources related to
employees.
Human
Resources

4. Definition of HR Analytics
The area in the field of analytics that deals with people analysis and applying
analytical process to the human capital within the organization to improve the
following:
1. Experience (quality of the environment)
2. Engagement (commitment & connection to the organization)
3. Effectiveness (performance of the individuals in the organization)

5. HR practitioners before use perception in creating solutions to the problems of
the organization which are found to be non-effective in tackling the issues of
companies. In the 21st century, HR analytics was introduced create a data-driven
approach to manage people at work.
HR analytics is also known as people analytics, workforce analytics, and talent
analysis.
Background of the HR Analytics

6. Common Terminology Misconception
Human resource helps improve
employee's quality life in
organization.
Human Resource Human Capital
Human capital practice requires
tools, methodologies, business
acumen, openness, desire for
helping others, reflective work
on self, and more of leadership
skills. It develops employee's
knowledge and skills

7. Benefits of HR Analytics
Improve Hiring
Process
Reduce Attrition Improve
Employee
Experienc
e
Increase
workforce
productivity

8. Benefits of HR Analytics
Improve
Employee
Experienc
e
Gain
Employee
Trust

9. Examples of HR
Analytics
1. Employee Churn Analytics
2. Capability Analytics
3. Organizational Culture
Analytics
4. Capacity Analytics
5. Leadership Analytics

10. This is an important part of HR planning and strategy. It is a tool that forms the
basis of informed decision making within the organization, specifically for the HR
department and other stakeholders. Here are the functions of an HR dashboard:
1. Monitor human capital -reporting enables HR to keep a track of activities
going on in the org and among the employees by tracking keyforce metrics.
Trends can be determined through dashboards and create preventive
measures before the problems in an organization arise.
2. Tackle problem areas.
3. Help HR perform better.
HR Dashboard

11. HR Analytics
Process
1. Determine Problem
2. Read Related Literature
3. Collect & Process Data
4. Create Research
Design
5. Analyze
6. Implement

12. Defining and Tackling the Problem
Make sure that you have initial data for you to define your problem.
Your problem equates to your objectives that at the end, this should not
necessarily create solutions to the issues, but it is necessary to answer the
hypotheses that you raised.
Example: you are asked to create a study about the efficiency of the student
government activities in relation to either student experience and/or grades or
performance.

13. Defining and Tackling the Problem
Note that in defining your problem, you should have already checked historical
data or reviewed related literatures about your research.
Also, note that issues are not necessarily the problems you will have to tackle in
HR analytics.

14. Workshop
Think of issues in the university within the student
organization that you want to tackle. Define a problem.

15. First, you have to identify how to collect data. Most of the collection of data in
HR analytics is to conduct surveys, focus group discussions and a lot more.
Relevant to this, the use of technology in collecting and processing data is very
important. The use of spreadsheets and online survey tools give a lot of ease in
gathering your data.
Collect and Process Data

16. Workshop
Google Form, Microsoft Excel or Google
Sheets