HR analytics new tips for data analytics.

1. VISUALIZE HR
ANALYTICS
DR.E.J.SARMA
APRIL -22-2012

2. PERSONNEL, HCM,HR
• Personnel Administration, Human
Resources, or Human Capital
Management, all these come down to
people and management
• People are an integral part of
understanding and managing
• the business.
• Over the years, companies have spent
hard dollars to monitor the “soft” asset,
the people.
• New tools and technologies provide
unprecedented insight so organizations
can easily make the most of this valuable
asset

3. DO YOU KNOW HOW TO FACE THE
CHALLENGES AS HUMAN RESOURCES
PERSON
• There are three dynamics that make people
management more complex than ever before in
global organisations.
1. Variety and diversity
2. Local legal compliance needs
3. Skills
4. Type of engagement
5. Spread across boundaries/culture

4. HR -NEW NORMAL
• Human Resources has
challenge to create an agile,
cohesive, skilled resource
pool that
• enable the business to
grow amidst complex
economic situations.
• Just as the woman here

5. HR is attempting to
successfully standardize the
quantification of a human
resource’s value and their
contribution
HR has to gauge to measure
how an individual worker’s
actions—productivity,
innovation, resignation
impact the business.

6. WHAT TOOL TO USE TO TRULY
MANAGE
• Plenty of data is presented in
reports, screens, or dashboards
without correlation or context.
• tons of data but no real insight.
•
• Loose, connection to decisions
that need to be made.
• What does business really need in
order to assimilate and make
sense of all this data?

7. SECRET HR FORMULA-
VISUALIZATION ENABLING HR
• Hieroglyphic-like pictograms
were part of the written
languages
• Modern languages rely in
symbols
• Symbols add meaning to
impart information and
grasping easier .
• Visual impact needs to be
given to data presented by
HR

8. STRATEGIZE, VISUALIZE AND
OPERATIONALIZE
• We really need to transform the
data into a visual picture,
• a diagram or symbol
representing a combination of
elements that communicate
business information.
• This visualization, coupled with
modeling the “future,” allows
managers to make involved
decisions.

9. Current dashboards are still built
to present information in bar
graphs and pie charts.
Not even radar chart or bubble
graphs.
To view the data and its
components in a “drawing,” is
very compelling.
Instant understanding of the
information in the relevant
context becomes easier

10. A Radar Chart, sometimes referred to
as a Spider Chart or Star Chart,
is a circular graph used primarily as a
data comparison tool.
These charts normally have a circular
shape, but can also be displayed
as a polygon.
Unlike most other chart types, the
Radar chart does not plot an X value.
Radar Chart X values are ignored for
all Radar chart series.
However, even though X values are
ignored,
the X axis is still used for the labels
around the chart, as well as spacings
between the label, and the chart
itself.
The visual appeal is better than normal
bar charts

11. Employee’s competency
analytics across 7 dimensions
I have used this to make people see
60%
Tools even adverse feedback on their test
50%
UMT/Harve
scaores
Soft skills 40%
ster
30%
20%
10% This chart replaced a traditional table
Methodolo
0%
The impact on people who received
BI/DW
gy was stupendous
Vertical Functional
Goal 2012
Saama Mean

12. Employee Attrition
analytics
Turnover
The rate of employees living the organization
and being replaced by new employees.
Turnover = Number of employees who left the
organization / Total headcount.
Cost of Turnover
Cost associated with loosing current employees
and replacing them with new employees.
Example: Cost of hiring, Cost of training, Cost of
Overtime.
Involuntary Turnover (Termination Rate)
The rate of terminating employees due to poor
performance.Involuntary Turnover = Number of
terminated employees / Total headcount.
Voluntary Turnover
The rate of employees leaving the organization
based on their own decision.

13. Getting Employee feedback about
HR effectiveness is important
HR excellence index is a system to develop and use to
measure internal customer satisfaction
it measures across 30 parameters. All scores are
then aggregated to arrive at over all index
The metrics developed helps in strategizing improvement
measures

14. HCM EFFECTIVENESS METRICS
Survey across all areas where HR has impact
Every employee rates on 10 point scale
Areas covered:
1. Policy
2. Process
3. Service level
4. Service quality
5. Responsiveness
6. Knowledge and competency of HR staff

15. WHAT AWAY TO PRESENT HR EFFECTIVENESS
SUMMARY
Note: All figures are Average of total responses.

16. POLICIES
Note: All figures are Average of total responses.

17. REWARD PROGRAMS
Note: All figures are Average of total responses.

18. BENEFIT
Note: All figures are Average of total responses.

19. EVENTS
Note: All figures are Average of total responses.

20. IMMIGRATION, RM & PERF. MGMT.
Note: All figures are Average of total responses.

21. ISSUE HANDLING & FRONT DESK
Note: All figures are Average of total responses.

22. SUMMARY
HR analytics must cover non
traditional
Areas to be meanigful
HR analytics must
Visualize , strategize and
operationalize