It talks about the various aspects and relationships between business and HR analytics and also business intelligence and its methods.

1. Application of Business Analytics in
Human resource
Presented by
Vignesh.v
1837013

2. INTRODUCTION
• Business analytics in a simple term known as
analyzing a business through analyzing past
performance by using latest technologies.
• On the other hand human resource is what
the common man would refer as a labor
gathering the entire workforce, HR focuses on
the peoples side of business keeping the
tracks of information's like salary,
expenditure, retirement data etc.

3. PEOPLE’S ANALYTICS
• People’s analytics is nothing but the application
of math, stats , and work related data to see the
patterns.
• People analytic is also known as HR analytics and
also talent analytics. This is done to improve
performance of the business.
• It encompasses the aspects of acquiring and
managing employees. And some time workforce
analytics may be uses rigorously in people
analytics.

4. MERGING BUSINESS ANALYTICS TO
HUMAN RESOURCE
There are 9 ways of merging business analytics to
human resource they are :
1) TALENT ACQUISITION
2) TRAINING AND EVALUATION
3) EMPLOYEE PERFORMANCE
4) FINANCIAL COMPENSATION
5) RETENTION
6) MARKETING
7) PLANNING
8) HEALTH AND INJURIES
9) ROLE OF HR SOFTWARES IN ANALYTICS

5. BIG DATA ANALYTICS AND HUMAN
RESOURCE ANALYTICS
• Big data is characterized by four elements they are volume,
velocity, variety, and veracity etc these are the four main
elements used to describe the big data.
• How big data applies to HR:
1) HR has access to a large variety of data. Systems containing
employee data, pay information, engagement scores etc.
2) In terms of veracity, HR data is often quite messy and
unreliable
3) Overall, the volume of data in HR is quite low.
4) R data most definitely holds value. When leveraged the
right way it can be used to uncover workforce risks, make
better people decisions

6. BUSINESS INTELLIGENCE AND HUMAN
RESOURSCE ANALYTICS
• Business intelligence is term that includes the application,
infrastructure and tools, and best practices that enable access
to and analysis of information to improve the optimum
decision and performance in business.
• How business intelligence applies to HR
1) Aggregating data: Most HR reporting consists of ad-hoc
reporting. Different extracts are manually combined.
2) Visualizing data: Most HR systems are transactional systems
that generate transactional data. Transaction data describe an
event using a time dimension and a value which refers to one
or more objects
3) Analyze data: The final step is data analytics. BI tools are
much better at analyzing data than your average HR-system.
Examples are Power BI and SAS.

7. REFERENCES
Big data, business intelligence, and HR analytics: How are
they related? (2018, December 13). Retrieved from
https://www.analyticsinhr.com/blog/big-data-
business-intelligence-hr-analytics-related/
9 Ways to Use HR Analytics and Big Data in the
Workplace. (2018, May 16). Retrieved from
https://blog.cake.hr/8-ways-use-hr-analytics-big-data-
workplace/
(2018, April 25). Importance of Business Analytics for HR
Professionals. Retrieved from
https://www.proschoolonline.com/blog/business-
analytics-for-hr-professionals/