The document outlines the importance of HR analytics in utilizing data to inform decisions related to recruitment, retention, and employee management, thereby improving organizational effectiveness and ROI. It discusses key concepts such as business intelligence, business analytics, and tools useful for HR analytics. Ultimately, it emphasizes that successful HR analytics relies on impactful data-driven decision-making across the entire organization.

1. HR Analytics
By Dipti Sangare

2. Agenda
1. Core concepts and Buzzwords
2. Analytics
3. HR Analytics

3. Business intelligence
Business intelligence (BI) is a set of theories, methodologies,
processes, architectures, and technologies that transform raw
data into meaningful and useful information for business
purposes.

4. Business Analytics
Business analytics (BA) refers to the skills, technologies,
applications and practices for continuous iterative exploration
and investigation of past business performance to gain insight
and drive business planning.

5. Buzzwords
#Cloud
#Big-Data #Saas

6. Definition of Analytics
Analytics is the discovery, interpretation, and
communication of meaningful patterns in data
and the process of applying those patterns
towards effective decision making.

7. Stages of Analytics

8. Types of analytical model

9. Analytics Domains

10. Tools
• Microsoft Excel
• BI Reporting Tools
• ERP(Enterprise Resource Planning) reporting Tools
• Statistical Software (like SAAS, R etc)

11. Why HR Analytics ?
HR analytics enables HR professionals to make data-driven
decisions to attract, manage, and retain employees, which
improves ROI. It helps leaders make decisions to create better
work environments and maximize employee productivity. It
has a major impact on the bottom-line when used effectively.

12. Steps in HR Analytics

13. What could be measured ?
Recruitment
RetentionOrganization
effectiveness
Workforce
Compensation
&
Benefits
Training
Performance
and career
management
HR
Matrices

14. CONCLUSION
HR analytics is an essential part of data management and
its implementation can yield positive returns for any
organization. The key to successful HR analytics relies on
the understanding that the size of the measured data isn’t
the key to success, but rather, the impact the data can
have on decision-making in the organization. HR analytics
shouldn’t be seen as influential only in the HR department,
but rather as something, that has the potential to create
value throughout the organization.

15. Thank You
Q & A Time….
LinkedIn : https://www.linkedin.com/in/dipti-sangare-7b1647119/