Process of collecting and analyzing HR Data to increase the organisations performance

1. A
PRESENTATION ON
“HUMAN RESOURCE ANALYTICS”

2. MEANING
 Analytics
 HR Analytics

3. “analyzing the data is the easy part,
the hard part is deciding which data
matters”

4. EXAMPLE (recruitment process)
METRICS- Reasons for dropout in interview stages:
20 CandidatesSTAGE 1
• 7 dropouts
• REASON-Lack of flexibility
13 CandidatesSTAGE 2
• 10 dropouts
• REASON- Low compensation
If low compensation is the reason, what is the delta that
will lead to better salary elasticity
STRATEGIES RELATED
TO COMPENSATION
FOR COMPETITIVE
ADVANTAGE

5. HR Metrics for HR Analytics
HR metrics are indicators that enable HR to track and
measure performance on different aspects and ultimately predict
the future.
1. Time to hire (avg time per hire)
An important metric for recruitment is the ‘time to hire’. This
shows the efficiency of the recruitment process and provides
insight into the difficulty of filling a certain job position.

6. 2. Cost per hire (total cost of hiring/the number of new hires)
Like the time to hire, the ‘cost per hire’ metric shows how much it
costs the company to hire new employees. This also serves as an
indicator of the efficiency of the recruitment process.
3. Early turnover (percentage of recruits leaving in the first year)
This is arguably the most important metric to determine hiring
success in a company.This early leaver metric indicates whether
there is a mismatch between the person and the company or
between the person and his/her position. Early turnover is also very
expensive.

7. 4. Time till promotion (avg time in months until internal
promotion)
This rather straightforward metric is useful in explaining
why your high potentials leave.
5. Revenue per employee (revenue/total number of
employees)
This metric shows the efficiency of the organization as a
whole. The ‘revenue per employee’ metric is an
indicator of the quality of hired employees.

8. 6. Engagement rating:
An engaged workforce is a productive workforce. Engagement might
be the most important ‘soft’ HR outcome. People who like their job
and who are proud of their company are generally more engaged,
even if the work environment is stressful and pressure is high.
7. Cost of HR per employee:
8. Absenteeism (absence percentage):
Like turnover, absenteeism is also a strong indicator of dissatisfaction
and a predictor of turnover. This metric can give information to
prevent this kind of leave, as long-term absence can be very costly.

9. CONCLUSION