This ppt is contains detailed information about human resources analytics.

1. HR Analytics
UNIT-I
Course Instructor: Dr. Deepti Sharma
Course Name: HR Analytics
Course Code: HRM B 602

2. Leading Questions…
• How high is your employee turnover rate?
• Which employee will leave your
organization within a year?

3. Opening Case:
Predicting who will quit
On March 13 2015, the Wall Street Journal
published an article titled: “The Algorithm
That Tells the Boss Who Might Quit”. The
article explored how Credit Suisse was
able to predict who might quit the
company. It was one of the first examples
of the now very popular employee churn
analytics.

4. Cont’d
Not only were the analysts at Credit
Suisse able to predict who might quit, but
they also could identify why these people
might quit. This information was provided
anonymously to managers so they could
reduce turnover risk factors and retain
their people better.

5. Cont’d
In addition, special managers were trained
to retain the high performing employees
who had a high flight risk. In total, this
program saved Credit Suisse
approximately $ 70,000,000 a year.

6. HR Analytics
• The process by which
• Statistical tools, methods and technologies
are used
• For analyzing historical/HR data
• In order to gain new insight and improve
strategic decision-making.

7. Cont’d
• HR Analytics is the combination of skills
technologies , and practices
– Used to examine HR data and performance
– As a way to gain insights and
– Make data-driven decisions
– Using statistical analysis.

8. Definitions of HRA….
“HR analytics is the systematic identification
and quantification of the people drivers of
business outcomes”
(Heuvel & Bondarouk,2016)

9. Definitions of HRA….
It is data-driven approach towards HR

10. Analytics Decision
Analytics enables HR professionals to
make data-driven decisions.
Analytics helps to test the effectiveness of
HR policies and different interventions.

11. Cont’d
• Using proper HR analytics software allows
business managers to rely on actual data
to make people-based decisions instead of
relying on gut feelings. It can provide
analysis of how well an employee is
performing as well as insight into where
job candidates are falling off of the hiring
process.

12. How can HRA help
• It helps to enable:
- Make better decisions using data
- Create a business Case for HR
interventions
-Test the effectiveness of these
interventions
- Move from an operation partner to a
strategically partner.

13. HRA Shape the business
• Analytics enables companies to measure
the business impact of people policies.
• By applying complex statistical analysis,
HR can predict the future of the workforce.
This enables managers to measure the
financial impact of Human Resource
practices.

14. Cont’d
• Knowing the impact of HR policies will also
help HR to become a strategic partner and
get rid of its ‘soft image’. It helps HR to
align its strategy with business goals and
to quantify the value it adds to the
business.

15. 1
1. Google
• By way of HR analytics, Google has been
able to completely reinvent HR within their
organisation. They stand by the simple
notion that people analytics allows for more
accurate people management decisions.

16. Cont’d
• These decisions are vital because they are
the most impactful decisions that a business
can make. Organisations can’t produce
better business results unless their
managers are making the most informed and
correct decisions regarding their employees.

17. Cont’d
• While Google’s HR team (now known as
People Operations) uses HR analytics to
look at productivity metrics to gauge
effectiveness, these metrics – while still
very important – don’t tell the whole story.

18. Cont’d
• Google uses analytics differently by regularly
surveying employees, checking the pulse of
the workplace to consistently improve it.
They use the feedback (or data) to optimise
the numerous areas of its people processes
and align them with their working culture.

19. Cont’d
• As a result, they have many engaged
employees with an average participation
rate of 90%, ultimately showcasing their
success in improving business methods
and morale.

20. The Importance of HR
Analytics
• HR analytics came to be in the hopes that
businesses could improve internal processes
that relate to functions such as payroll,
benefits, hiring, employee onboarding,
employee performance and overall employee
morale. It is the best way to use data in order
to forge an understanding of how well a
business is performing.

21. Cont’d
• Without proper analytics, there is a high
percentage chance that the business could
unknowingly be losing money because of
processes that just aren’t resonating or
working well with its employees. Measuring
data on employee processes has provided
better insight and overall management to
people teams everywhere.

22. THANK YOU