An Overview in the field of HR Analytics. The focus of this presentation is on Retention Strategies. In this presentation, I have touched upon the current trends and the future growth areas of analytics based retention strategies.

1. Human
Resource
An Analysis of Current Trends & Future Growth Areas for
Analytics-based Retention Strategies
Tejas Suresh Kumar
SNAPID- 170117643

2. Contents
• Overview
• HR Business Analytics
• Analytics-Based Retention Strategies
• Current Trends
• Future Growth Areas
• Conclusion
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3. Overview
• Business Intelligence
It deals with the business & analytical competency
needed to build relevant data models.
• Big Data
It covers the historical data captured during the
entire tenure of the business. The more the quality
and quantity of data the better.
• Technology
It covers the statistical tools and software that needs
to be deployed to analyze data and create models.
Business Analytics Make data-driven smart
decisions
Vast data is available with organizations.
With the passage of time, making sense
of this data is becoming crucial
Drive Business efficiency
Besides increasing revenue, businesses
around the globe are also focusing on
improving the process & resource
efficiency.
Optimize Cost
Bottom line cost reduction by adopting
technology and implementing
automation is vastly gaining
momentum
Formulate Growth Strategy
The next big Leap in terms of future
growth areas are also being identified
with the use of analytics
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Core Components
Business Analytics is a mixture
of 3 crucial components:

4. HR Business Analytics
HR_TejasKumar_170117643 4
Relevance Model
Workforce Size
DataComplexity
Solution
Medium
Large
Small
LowMediumHigh
Attrition & Retention Management
-Our Main Focus
In this
presentation, the
focus is on this
application area
only. According to an article on employee
retention by talent acquisition marketing
expert Maren Hogen:
•Nearly four out of five (78 percent) of
business leaders rank employee retention
as important or urgent.
•One third of new hires quit their job after
about six (6) months.
•One third (33 percent) of employees knew
whether they would stay with their
company long-term after their first week.
•Some 35 percent of employees will start
looking for a job if they don’t receive a pay
raise in the next 12 months.
•One third (33 percent) of leaders at
companies with 100 plus employees are
currently looking for jobs.
HR Analytics is primarily a solution to the
double trouble of large workforce (>100)
and high level employee data complexity.
It is squarely due to HR Analytics that the
role of HR has evolved from merely a
support function to being involved in the
core business strategy.
50 100

5. Analytics-Based
Retention Strategies
Current Trends & Future Growth Areas
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6. Current Trends
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Multi-national corporations today are incorporating the 4-step method to analyze
their retention strategies.
Adoption Rate of These
methods are shown below
Source- http://joshbersin.com/2016/07/people-analytics-market-
growth-ten-things-you-need-to-know/

7. Future Growth
Areas
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Strategy
Support
Predictive
Analytics
Designing
Custom
Retention
Program
Workforce
Analytics
In many companies today, turnover risk is still addressed
only when leaders become aware of the risk – that is,
when an employee resigns. That’s important, but it’s only
part of the picture.
What if you could identify who is more likely to leave? Or
when they’re more likely to do so? Or even what could be
done today to make them change their minds?
These are some of the questions that the highly
advanced analytics tools and strategies could seek to
answer in the future
Some of the Implications of this step could be :
•Forecasting Recruitment Needs
•Employee Bucketing and Profiling
•Improved Resource Utilization Metric
Analyze the HR impact on Organizational Profitability
Predict the employee-organization fit in a dynamic business
environment to raise the quality of Human Capital. Such a
measure will have an dual impact :
•Assist in Overall Organization Strategy Formation, and
•Raise the standards of the Employee-Organization
Engagement Model
In Depth Understanding Employee
behaviour through Sentimental Analysis
“One size fits all” Strategy won’t work in the
future
With the use of advanced analytics, it is high-time that we
design employee specific retention programs. Such an approach
would further increase the involvement HR in the main stream
business thereby increasing the value of Human Capitals by
multiple fold.
Impact of such an initiative:
•Boost in Employee morale
•Increased Job satisfaction

8. Conclusion
Even before analytics came into the picture,
companies had been tracking employee
engagement. But where analytics scores over
traditional tracking methods is in its use of action
planning and linkage study.
With analytics, you can effectively show that HR
has a cause-effect relationship with regard to
business development and calculate a true ROI.
By accurately analyzing insights, companies can
facilitate actions that integrate seamlessly with
business strategies.
There are many factors for the increased interest
around HR analytics which have been divided into
two categories. In industry parlance, these are
known as:
Pull Factors Push Factors
• Lack of Skilled Talent
• Need of insight-driven
decision making
• Need for better resource
utilization
• Digital Technology
Advancement
• Industry-specific progress
in analytics science
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Today, Market Adoption of HR Analytics is
emerging due to the availability of multifarious
business models. Owing to such opportunities,
the HR analytics today are being managed in the
following ways:
Internal Handling Outside Handling
• Adoption of Software
as a Service Products
• Building an Internal
Business Analytics
Team
• Partnership Model –
Partnering with
professionals
• Outsourcing to third-
party vendors

9. Thank You
Please share your feedback at : tejas.sureshkumar@gmail.com
Mobile No : 9582184595
HR_TejasKumar_170117643 9

10. Thank You
Please share your feedback at : tejas.sureshkumar@gmail.com
Mobile No : 9582184595
HR_TejasKumar_170117643 9