This report focuses on the role of HR Analytics in organizations with the help of the software Zoho People. It shows Leave Management, Shift Management, Database Management, etc through the software.

1. A REPORT ON
THE ROLE OF HR ANALYTICS
IN ORGANIZATIONS WITH
REFERENCE TO ZOHO
PEOPLE
By
Navitha Pereira

2. CONTENTS
Chapters Page No.
1. Introduction 1
2. HR Analytics Software: Zoho People 3
3. Features 5
3.1. Database Management 5
3.2. Attendance Management System 7
3.3. Break Time Tracking 9
3.4. Leave Management System 10
3.5. Time Tracker 11
3.6. Shift Schedules 13
3.7. Performance Evaluation 14
3.8. Document Management 17
4. Customers 18
5. Conclusion 19
References 20

3. LIST OF FIGURES
Figure No. Title Page No.
1. Zoho People Homepage 3
2. Payment plans for Zoho People 4
3. Zoho People’s free plan 4
4. Database Management in Zoho People 5
5. Location wise Database 6
6. Department wise Database 6
7. Organizational Tree 7
8. Attendance Management System 8
9. Geo Tracking 8
10. Attendance Report 9
11. Break Time Tracking 9
12. Leave Management System 10
13. Leave Management Report 11
14. Project Time Tracker 11
15. Job Scheduling 12
16. Jobs vs. Hours 12
17. Adding shifts 13
18. Notifications about shifts 13
19. Calendar view of shifts 14
20. Performance Evaluation 14
21. Feedback 15
22. Multi-Rater Feedback 15
23. Appraisal Cycle 16
24. Performance vs. Potential 16
25. Document Management 17
26. Customers 18
27. Testimonials 18

4. 1
Chapter 1
Introduction
Human Resources have made considerable progress from the conventional spotlight on
accumulating and tracking data on personnel to the cutting edge focal point of utilizing the
information to make further logical associations over the business.
Innovation has changed our lives and the manner in which we impart, how we realize, how we
work and invest free energy, generally it has pretty much changed each part of human society one
can consider. The centrality of the Internet and Information Technology (IT) in both business and
private field has developed extensively in the most recent years, with exponential development of
Internet users and services offered.
Human Resources is put forward into the limelight with HR Analytics. In previous years, one of
HR's essential objectives was to gather and keep track of workers' personal and professional
information, for example, payroll, health benefits and performance evaluations. Presently,
technology has changed HR in to a place where it can investigate information to assume a more
dynamic job in the organization.
HR Analytics refers to a process where methods of data mining and Business Analytics are used for
handling HR data. It is occasionally also stated to as talent Analytics. Additionally, data mining in
this setting refers to the practice of studying set databases so that new information can be created.

5. 2
Chapter 2
HR Analytics Software: Zoho People
There are many HR Analytics softwares that companies use like Zoho People, IBM Kenexa,
TrenData, Crunchr, etc. To understand in depth about HR Analytics, the software Zoho People has
been explored. Zoho People is a multipurpose solution because this software program helps to
manage HR as well as giving Analytics. It can help with leave, attendance and time tracking so that
HRs don’t have to do it manually anymore.
The first thing we come across is their home page. Here we can see that the company can sign up
for free but this only lasts for 15 days. After that there are various payment plans.
Fig.1: Zoho People Homepage
In the payment plans, it can be seen that they have four types of plans. The Essential HR plan
provides basic HRIS and self-service login for employees along with Leave Management system.
The Professional plan provides attendance and time sheets as well. The Premium plan provides shift
scheduling and performance reviews. The Enterprise plan provides 360 Feedback.

6. 3
Fig.2: Payment plans for Zoho People
In the payment plans, there is another plan which states that the software is forever free for
companies which have less than or equal to five employees. They also have the option of live chat
on their website. This is useful as any queries can be solved immediately by the website. They can
also discuss the payment plans suitable to them.
Fig.3: Zoho People’s free plan

7. 4
Chapter 3
Features
HR involves many complicated tasks and processing. Zoho People helps the companies to get a
simple yet all-inclusive and flexible system to manage all the HR activites.
3.1. Database Management
The first feature of Zoho People is Database Management. It can be seen that all the basic
information about the employees can be stored using the software like name, email id, date of
joining, role, location, etc. It also provides the option of importing employee data from another
worksheet.
Fig.4: Database Management in Zoho People
The data can also be stored location wise and department wise. This makes it very user friendly and
any data can be found easily. For location wise segregation, the employees can be divided
according to the countries.

8. 5
Fig.5: Location wise Database
For department wise data, new departments can be added. They can be arranged according to
preference of the HR.
Fig.6: Department wise Database

9. 6
Another special feature of Zoho Peope is that it shows the clear cut reporting structure and the
overall organizational hierarchy that is followed. Zoho People can be used to show Employee Tree
or Department Tree.
Fig.7: Organizational Tree
3.2. Attendance Management System
Zoho People also provides a very advanced way of keeping track of attendance. The employees can
check-in and check-out just through their mobiles. The Company can also enable Geo Tracking by
which it can be seen where the employee was when the check-in was made. They can add
restrictions to the employee’s check-in through Geo Tracking, i.e, only allowing them to check-in
when their location shows that they are in the office.

10. 7
Fig.8: Attendance Management System
Fig.9: Geo Tracking

11. 8
The company can generate monthly attendance reports for all the employees. It can also show daily
or hourly reports. It shows the days that are holidays and the days where employee has taken Leave
of Pay.
Fig.10: Attendance Report
3.3. Break Time Tracking
The break time for the employees can also be set. This helps in calculating the working hours. The
break time can be set for employees in different countries.
Fig.11: Break Time Tracking

12. 9
3.4. Leave Management System
The leave management system makes it easier to calculate leave entitlement, rollovers, etc. The
holidays can also be customized according to the countries. The applicability can be set to certain
sets of employees only.
Fig.12: Leave Management System
The software can also be used to generate reports to directly see the details if the leaves taken and
how many leaves are remaining for each employees. This will be helpful when calculating Loss of
Pay in the Payroll. It also shows the number of days the employee is supposed to be paid for.

13. 10
Fig.13: Leave Management Report
3.5. Time Tracker
The employees can bill the clients according to the time they invest in a project. This can be done
on weekly or daily basis. Multiple projects can also be created in the software. The timer can be
started or stopped according to the employee. It can show how much work has been done in each
month on how many projects by the employee.
Fig.14: Project Time Tracker

14. 11
The software also allows to schedule jobs and track the progress of each project. It also shows how
many hours were spent on each job. The description can be given for each project too.
Fig.15: Job Scheduling
Fig.16: Jobs vs. Hours

15. 12
3.6. Shift Schedules
Managing shifts is an enormous task in itself. Zoho People makes it simple to create shifts, perform
periodic rotations, swap shifts easily, etc. The software also sends notifications of new shifts and
gives a calendar view of all the shifts.
Fig.17: Adding shifts
Fig.18: Notifications about shifts

16. 13
Fig.19: Calendar view of shifts
3.7. Performance Evaluation
Employee performance can be evaluated through this software. The feedback can be given
throughout the year. It also gives weightage to each skill set that the employee has.
Fig.20: Performance Evaluation

17. 14
The feedback can be given anonymously as well. The employees can be given star rating according
to their work. The weightage can be allocated to the Key Result Areas (KRAs) and progress on the
goals can be checked.
Fig.21: Feedback
Fig.22: Multi-Rater Feedback

18. 15
The Appraisal cycle can be set for the employees. The managers have to give their reviews. The
employees too can give self-appraisals detailing their skills.
Fig.23: Appraisal Cycle
The performance review can be done for the entire organization. The employees can be classified
into categories according to their performance and potential.
Fig.24: Performance vs. Potential

19. 16
3.8. Document Management
This is another feature of the software. Zoho People can be used to send offer letters, contracts, or
update policies. It can also be used as a storage to save all kinds of important documents in case the
hardware system crashes. They can also be stored according to categories. Files on specific
employees can be maintained.
Fig.25: Document Management

20. 17
Chapter 4
Customers
Zoho People has a lot of customers worldwide. The customers it has in India are Ezhomz, Gadgeon,
hCue, Athena Infonomics, Multidots, Tecnova Global, Tabtree, etc. Their website also has
testimonials from their clients.
Fig.26: Customers
Fig.27: Testimonials

21. 18
Chapter 5
Conclusion
HR Analytics is important for data management and its implementation can give positive results for
any company if utilized correctly.
The HR Analytics software explored here is simple and many organizations can use it to gain
competitive advantages. Hence this can achieve the dream of transforming a country’s human
capital to the country’s workforce. It can be seen that HR field truly is in the midst of a change. It is
time for HRs to start predicting business results instead of trying to improve an employee
engagement score and increase participation rates on their initiatives.
The cold, hard truth is that many organizations are not yet reaping the benefits promised in all the
use of HR Analytics. The proper implementation of HR Analytics is a key initiative to making HR
a strategic function in any organization.
The way to useful HR Analytics depends on accepting that the size of the measured data isn't the
way to progress, yet rather, the effect the information can have on decision-making in the company.
HR Analytics shouldn't be viewed as influential just in the HR department, but instead as a way of
creating value all through the organization.

22. 19
References
[1] https://www.zoho.com/
[2] https://bigdata-madesimple.com/top-10-hr-analytics-tools-in-2018/
[3] https://www.sagepeople.com/about-us/news-hub/data-in-hcm-an-introduction-to-hr-analytics/#
[4] https://www.cleverism.com/beginners-guide-hr-analytics/
[5] https://www.analyticsinhr.com/blog/big-data-business-intelligence-hr-analytics-related/