This document discusses HR analytics and workforce analytics. It provides an overview of the history and current state of HR analytics. Some key uses of HR analytics include problem solving, decision making, and improving HR process efficiency. The document outlines various HR activities that can be analyzed, such as reporting, benchmarking, and predictive analysis. It emphasizes that HR analytics should focus on relevant metrics and provide context to be most useful. Overall, the document promotes the use of workforce analytics to gain insights that can provide competitive advantages and more effective organizational functioning.

1. HR ANALYTICS
Kevin D Carlson & Michael J Kavanagh
EP JOHN
11397044

2.  Introduction OVERVIEW
 A brief history
 Contemporary HR analytics
 Main objective
 Using HR analytics
 Problem solving and decision making
 HR process efficiency
 Analytics basics
 Things to remember

3. INTRODUCTION
 Org decision making
 Integrated HRIS
 Y2K
 TQM, 6 Sigma, Lean
 Evidence-based management
 1984 – Dr Jac Fitz-enz,
Saratoga Institute

4. SHRM HR EFFECTIVENESS REPORT

5. CONTEMPORARY HR METRICS &
WORKFORCE ANALYTICS
 Expense
 Cost & benefit
 Learn from the past

6. MAIN OBJECTIVE
 Tell, what you want???
 Existing reports???
 Acknowledge???

7. USE OF HR METRICS & WORKFORCE
ANALYTICS
 Metrics – data that reflect some
descriptive detail about given processes
or outcomes.
 Analytics – strategies for combining data
elements into metrics and for examining
relationships or changes in metrics.
 Importance – depends on the problems
and opportunities that currently face its
managers.

8. HR ACTIVITIES
 Reporting
 Dash boards
 Bench marking
 Data mining
 Predictive analyses
 Operational experiments
 Workforce modeling

9. PROBLEM SOLVING & DECISION MAKING
 Decision making, is understanding of
 the outcomes that one is attempting to
achieve
 the factors that influence those
outcomes and their current states
 knowing available tactical options and
their costs

10. PROBLEM SOLVING & DECISION MAKING
 Common & troublesome view
 Struggle to determine what & how to report
 Report large metrics, that may not be
relevant.
 Opportunity domains of HR expertise
 Centers of excellence
 Business partners
 Process administration

11. COMPONENTS OF HR FUNCTIONALITY
Business partner
Process Centre of
administration excellence

12. HR PROCESS EFFICIENCY
 Organizational effectiveness
 The outcomes are the business units’
operational metrics i.e. Percentage of on-
time deliveries, Operational
downtime, Lost time accidents, Units sold
or Cost per unit. (Operational
effectiveness)
 Strategic realignment
 Long term planning

13. MEASUREMENT METRICS & ANALYTICS
BASICS
 Getting started
 Increase organizational efficiency
 The role of Why???
 Intermediate variable effects
 Putting HR metrics and analytics data in context
 Trend information
 Reporting what we find
 Push systems
 Pull systems

14. PUSH & PULL SYSTEMS
 PUSH
 email
 PULL
 Posting HR metrics – company
website
 Offer of access to information
 Access to information

15. THINGS TO REMEMBER
 Don’t DO METRICS
 Bigger is not always better
 Is a journey – not destination
 Be willing to learn
 Avoid the temptation to measure
everything aggressively

16. HR METRICS & FUTURE
 Competitive advantage
 Effective organizational functioning
 Effective decision making
 Manage human Capital

17. RESEARCH PAPERS

19. HOW CAN ORGANISATIONS USE
WORKFORCE ANALYTICS?
 Forward-looking workforce planning
 Managing talent acquisition
 Diversity effectiveness
 Talent potential & progression
 Proactive retention

20. WHAT ARE THE KEY SUCCESS
FACTORS?
 Start small and build momentum
 Focus on capabilities
 Use existing technology investments
 Consider cloud to jump-start the effort
 Use what you learn

22. TYPICAL HR CHALLENGES
 No accurate view of workforce profile
 Lack of visibility in the effectiveness of HR
programs
 Poor alignment of talent management strategy
with corporate strategy
 No standard HR reporting infrastructure
 Time wasted gathering data to manage &
report