The document outlines four types of HR analytics: descriptive, diagnostic, predictive, and prescriptive analytics. Descriptive analytics focuses on analyzing past data to understand current business conditions, while diagnostic analytics investigates the reasons behind issues. Predictive analytics forecasts future trends using past data, and prescriptive analytics recommends actions for optimal outcomes based on predictive results.

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

2. Types of HR Analytics
• Descriptive Analytics
• Diagnostic Analytics
• Predictive Analytics
• Prescriptive Analytics

3. Descriptive Analytics
• It gives a clear picture of what has happened
in the past and what the current scenario is.
• Take a critical look at your current state of
business.
• Helps to know turnover rate ,time to fill, cost
of hire etc.
• Data aggregation, data mining, Scorecards
and other techniques are employed

4. Diagnostic Analytics
• It gives more critical look into the past and
present of business and
• Helps to understand the why the issues have
occurred and all the reasons behind it.
• Tells why such a thing has happened and
– Based on the finding organization can strategize
to improve your business

5. Cont’d
• Techniques used-Data mining ,Data
discovery, drill-down and correlations

6. Predictive Analytics
• Use current and historical data to make
future predictions
• Give a look at what is going to happen
• Need data scientists and machine learning
experts to correctly execute the predictive
analysis
• Gives you detailed report

7. Prescriptive Analytics
• Helps to make models that will help to make
accurate predictions and
• Make real time changes that will gives the
best possible results
• Also provides recommended actions based
on the expected results from the HR
• Recommendation engines

8. Uses/Applications of HR Analytics
• Figure out the reason behind a high turnover in a
certain team?
• Why is the top talent quitting at a higher rate than
others?
• How to improve productivity of a team?
• Skill gaps in the organizations and how to fill those
• Predict the right people to hire for a specific role
• Predict and manage attrition rate
• Does the performance rating system actually reflect
employee performance?

9. Uses/Applications of HR Analytics
• Improve Hiring
• Reduce Attrition
• Improve Experience
• Productive Workforce
• Improve Process
• Gain Trust

10. THANK YOU