HR analytics applies analytic processes to human resource data to improve employee and department performance. It aims to provide insights into each HR process by gathering data and using it to make decisions. Companies are developing talent analytics software and approaches to answer questions about workforce performance, retention of top performers, and what factors impact efficiency. The key roles of HR analytics are to identify opportunities to impact the organization, support strategic planning, demonstrate the impact of HR programs on the bottom line, and help managers make better workforce decisions.

1. BY:Anika Agarwal
HUMAN RESOURCE ANALYTICS

2. What is HR Analytics?
 Human resource analytics is an area in the field
of analytics that refers to applying analytic
processes to the human resource department of
an organization in the hope of improving
employee performance.
 HR analytics does not just deal with gathering
data on employee efficiency. Instead, it aims to
provide insight into each process by gathering
data and then using it to make relevant decisions
about how to improve these processes.

3. EXAMPLE
 Companies like Accenture are taking the lead in
defining what is human analytics and developing
an approach that would help organizations
answer some critical people-related questions:
whether programs really drive better workforce
performance; what organizational and talent
levers are impacting performance and efficiency;
how to retain top performers, etc.
 Companies like IBM have developed talent
analytics soft-wares that provides insight into
recruitment, learning, skills, succession and
retention.

4. KEY ROLES
 To identify opportunities for HR impact.
 To support organizational strategic planning.
 To demonstrate the bottom-line impact of
HR practices and programs.
 To enable managers make better decisions
regarding workforce management.

5. The value of HR Analytics
 It is the practice of researching what is
happening in the workforce and exploring
where and why performance targets are
being achieved.
 It can be done either on an event-driven basis
or on an ongoing, on-demand basis.

7. HR Analytics- the Transition
FUNCTIONAL PERFORMANCE
Communicating information about HR effectiveness in supporting organizational
objectives in terms that are relevant to business managers
HUMAN CAPITAL
HR’s performance in specific areas in comparison with the performance of other
HR organizations
PREDICTIVE STRATEGY- SUPPORT
Analyze HR impact on organization profitability

8. Advantages to employing an
HR analytics system
 Streamlining administrative duties
 Minimizing clerical mistakes
 Flexible scheduling
 Better hiring practices

9. 5 paths to success
 Big analytics behind-the-scenes
 Big analytics and big integration
 Start small- Generate interest
 For small business- Start strong
 Have integration, Need strong analytics

10. HR Analytics in Systech
Solutions
 Systech is a leading provider of services and
solutions in the area of business intelligence,
data warehousing and corporate
performance management solutions for
companies around the world.
 It creates powerful analytics to help
organizations monitor, analyze and improve
their overall HR performance ensuring a
positive impact on the operating profits.

12. Benefits..
 Helps analyze workforce staffing and
productivity to manage compensation better
 Ensures organizations have the right skills
and competencies to meet organizations
goals
 Helps understand critical roles and identify
high performers

13. To summarize…
 The growing importance of HR Analytics can
be attributed to the need to cut costs and
increase financial accountability in the
slowing economy.
 HR faces high demand from CEO’s and senior
business managers for analytics that capture
the impact of HR activities on business
performance.

14. THANK YOU