By analyzing recruitment, retention, and performance data, companies can identify areas for workforce management improvement through HR analytics. This allows for more optimized workforce planning by understanding employee skills and capabilities to make better hiring, training, and development decisions. As a result, companies can experience improved employee engagement, productivity and reduced turnover. Google's People Analytics team conducts experiments to determine effective people management approaches and developed algorithms to predict retention risks and candidate success rates, helping shorten time to hire.

1. Presented By:-
Shreyas
Srujan
Sathwik
Nityashree

4. HR analytics in the IT industry. One of the main benefits is the
ability to make more informed decisions about workforce
management. By analyzing data related to recruitment,
retention, and performance, companies can identify areas for
improvement and take action to address them.
Another benefit is the ability to optimize workforce planning.
By understanding the skills and capabilities of their
employees, companies can make better decisions about hiring,
training, and development. This can lead to improved
employee engagement and productivity, as well as reduced
turnover rates.
Benefits of HR Analytics in IT Industry

6. • The PiLab :-
It conducts applied experiments within Google to determine the most effective
approaches for managing people and maintaining a productive environment.
The lab even improved employee health by reducing the calorie intake of its
employees at their eating facilities .
• Retention algorithm :
It developed a mathematical algorithm to proactively and successfully.
predict which employees are most likely to become a retention problem.
• Predictive modelling :
It develops predictive models and uses “What if” analysis to continually
improve their forecasts of upcoming people management problems and
opportunities.
International Journal of creative Research

7. • Effective hiring algorithm :
Developed an algorithm for predicting which candidates had the highest
probability of succeeding after they are hired. Its research also determined
that little value was added beyond four interviews, dramatically shortening
time to hire
Developed an algorithm for each large job family that analyzed rejected
resumes to identify any top candidates who they might have missed. They
found that they had only a 1.5 per cent miss rate, and as a result they hired
some of the revisited candidates

9. Thank
You