People Analytics, also known as HR Analytics or workforce analytics, refers to the application of data analysis and statistical techniques to human resources data. The goal is to gain actionable insights into various aspects of the workforce, enabling informed decision-making and strategic planning within an organization.
Key components of People Analytics include:
Data Collection: Gathering relevant data from various HR sources, such as employee records, performance evaluations, recruitment metrics, and employee surveys.
Data Analysis: Applying statistical methods and analytical tools to identify patterns, correlations, and trends within the data. This involves using techniques from data science and machine learning to extract meaningful insights.
Predictive Analytics: Forecasting future trends or outcomes based on historical data, helping organizations anticipate workforce needs, attrition rates, and other critical factors.
Employee Engagement: Measuring and analyzing factors that contribute to employee engagement and satisfaction, allowing organizations to create strategies for a positive workplace culture.
Talent Acquisition: Optimizing the recruitment process by analyzing data on successful hires, identifying effective sourcing channels, and predicting candidate success based on historical patterns.
Retention Strategies: Identifying factors influencing employee turnover and developing strategies to improve retention, such as addressing specific concerns or enhancing career development opportunities.
Performance Management: Using analytics to assess and enhance individual and team performance, aligning goals with organizational objectives.
Diversity and Inclusion: Analyzing data to assess diversity within the workforce, identify potential biases, and implement strategies to foster inclusivity.
Workforce Planning: Using analytics to project future workforce needs, aligning staffing levels with business objectives and avoiding skills shortages or surpluses.
By leveraging People Analytics, organizations can make data-driven decisions, enhance the overall employee experience, and align their human resources strategies with broader business goals. This approach empowers HR professionals and organizational leaders to optimize their workforce, drive productivity, and create a more agile and responsive organization.
2. Agenda
What is Big Data ?
Factors Driving Big Data Explosion
Big Data impact on Business
What is People Analytics and Why ?
What’s driving the People Analytics Movement ?
What is HR Analytics
Is People & HR Analytics different ?
Role of HR
HR Metrics
Why you should invest in HR Metrics
What are HR Metrics ?
Connect HR Metrics to Business Metrics
Know where your Org is ?
Roadblocks for HR Organizations
Building the Metrics Model…
Balanced Scorecard
Three levels of Metrics…
Common activities used in HR Metrics and
Analytics
Metrics Don’t
3. TREY
research
OurPromise
Lorem ipsum dolor sit amet, consectetur adipiscing elit.
Lorem ipsum dolor sit amet,
consectetur adipiscing elit.
• Ut fermentum a magna ut eleifend. Integer convallis
suscipit ante eu varius.
• Morbi a purus dolor. Suspendisse sit amet ipsum
finibus justo viverra blandit.
• Ut congue quis tortor eget sodales.
3
