HR analytics plays an important role in the pharmaceutical industry by helping to optimize key HR processes. It can help identify the most effective recruitment channels, assess performance metrics, track engagement levels, and forecast workforce needs. The paper discusses how a large Indian pharmaceutical company leverages HR analytics for talent acquisition, compensation management, performance management, and other areas. It also provides examples of how leading global pharmaceutical firms like Novartis and Johnson & Johnson utilize HR analytics to enhance talent management and workforce planning. Overall, the study finds that HR analytics improves employee performance, human resource ROI, and the ability to assess workforce contributions.

1. HR Analytics in
Pharmaceutical Industry
Submitted To :-
Dr. Prathima V G
Presented By:-
Aditya
Deekshitha
Geethanjali
Naveen B
Smitha C N

2. Pharmaceutical Industry :-
Pharmaceutical industry, the discovery, development, and manufacture of drugs
and medications by public and private organizations.
Role of HR analytics in Pharma Industry :-
1)Talent Acquisition and Recruitment:
HR analytics can help pharmaceutical companies identify the most effective
recruitment channels, assess the success of different sourcing strategies, and
optimize candidate selection processes.
2) Performance Management:
HR analytics enables pharmaceutical companies to track and analyze employee
performance metrics.

3. 3) Employee Engagement and Retention:
HR analytics can provide insights into employee engagement levels, factors that impact engagement,
and predictors of turnover.
4) Workforce Planning and Succession Management:
HR analytics helps in forecasting future workforce needs, identifying critical roles, and developing
succession plans.
5) Learning and Development:
HR analytics assists in evaluating the effectiveness of training and development initiatives in
the pharmaceutical industry.
6) Diversity and Inclusion:
HR analytics can support diversity and inclusion efforts by tracking and analyzing data
related to employee demographics, representation, and inclusion metrics.

4. Research paper – HR Analytics
Methodical Measurement of HR Processes
Udhay Kailash M Pratyusha
Assistant manager HR, HR Practitioner
Aurobindo Pharma Ltd
This paper is a qualitative study with MNC Pharma organization. This study
explores the extent of the usage of HR Analytics for predictive decision
making in the organization . This paper also discusses different HR Analytics
widely used and how they are useful for decision making.
Pharma industry being people centric industry, it is very important and
decisive for HR department to use HR analytics for various HR practices. In
our study we had picked India’s second largest Pharma organization which
is established in terms of their HR practices.

5. METHOD
Talent Acquisition
Most of the HR Analytics are focused on Talent Acquisition process. Acquiring
right talent and retaining them in the organization is very important
• Vacancy to Onboarded ratio
• Average Cost per Hire
• Attrition/ Employee Turnover rate
Compensation and benefits management
Compensation & Benefits Management: the important key metrics which are
reviewed at C-Suite level are the C&B metrics which are defined as follows
• Overtime Cost Analysis/ Unit
• Monthly & Annual Outflow Analysis
• Fringe benefit cost
Performance Management
Performance Management, the continuous tracking of performance through
different analytics is the way to enhance employee performance.
• Induction program engagement analytics
• Performance Measurement & Accountability

6. HR Processes
 Employee Retension: The high rated performers need to be tracked and
provide with further development, so in this study we can identify i) Top
talent retension ii) Employee retension percentage.
 Covid-19 Pandemic metrics:
1. Medical Dashboard
2. Employee Self declaration mobile application ( AuroSetu)

8. The Role of HR Analytics at “Vertex
Pharmaceuticals”
 A high-quality custom skills model was created at “Vertex” Pharmaceuticals in
collaboration with the data science, people analytics, and IT departments to
match employees with open positions. They discovered their model to be
superior when compared to other products available on the market. As the first
people analytics product, the team has since deployed their custom job
matching algorithm to assist Vertex employees in navigating their professional
lives. The use case for matching individuals with professional objectives is
currently being expanded in order to create career routes that assist employees
in understanding how to get to their desired career destination.

9. Implementation of HR Analytics in
leading Pharmaceutical Companies
 “NOVARTIS”: Novartis, a global pharmaceutical company, has integrated HR
analytics to enhance talent acquisition and management. They analyze data from
various sources, such as candidate profiles, recruitment channels, and performance
metrics, to identify the most effective hiring strategies and optimize their recruitment
processes. By leveraging HR analytics, Novartis aims to attract top talent and ensure a
diverse and skilled workforce.
 “JOHNSON & JOHNSON”: Johnson & Johnson, a multinational pharmaceutical
and healthcare company, uses HR analytics to drive workforce planning and succession
management. They analyze data on employee demographics, retirement projections,
and performance metrics to identify potential skill gaps and develop strategies for talent
development and succession. This enables Johnson & Johnson to ensure a robust
pipeline of leaders and key roles within the organization.

10. Conclusion
 HR analytics is more important as it improves the performance of the
employees, improves ROI of human resources, provides opportunity to assess
how employees contribute to the organization
 The case organization had started with descriptive analysis on data collected
through different initiatives and today there are performing predictive
analysis on most of the data like employee turnover.
 Model of HR Analytics followed by the Pharma organization is widely
acceptable and can be replicated in other organizations of the same industry.