Success of a Business depends on its people. Human resource managers or human resource specialist (HR) ensure that the manpower of an organization has proper skills to achieve organizational objectives. This is only achievable through HR analytics in collaboration data driven HR.

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TOPIC 1: DATA DRIVEN HR: USING HR ANALYTICS TO
DRIVE PERFORMANCE

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Success of a Business depends on its people. Human resource managers or human resource
specialist (HR) ensure that the manpower of an organization has proper skills to achieve
organizational objectives. This is only achievable through HR analytics in collaboration data
driven HR. Data driven HR management enhances the quality of human resource related
decisions. Through different analytics, HR evaluates information that can be used to enhance
organizational success.
Some examples of HR analytics tools include R, Python, Excel and Power BI, of which R is
commonly used. R is efficiency for statistical analysis of data states that require visualization. On
the other hand, python includes advance editors and interactive console that ensure visualizations
of data set. In most cases HR use both of these tools to acquire sufficient information to evaluate
organizational requirements as per the application of data driven HR. Excel is a basic analytical
tool, through this tool HR manually extract information from HR systems for implementing data
driven HR. furthermore in case of HR analytics, power BI ensures simplified aggregation,
analysis, and visualization of human resource related data sets. This analytical tool is useful to
connect with multiple data systems such as Twitter feed, SQL database, and people data.

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HR analytics is a process through which various data sources are combined and used to enhance
organizational productivity. For ensuring efficiency talent management and motivation in the
workforce various HR analytics are used such as capability analytics and churn analytics of
employees. Apart from that competency, capacity, organizational culture, recruitment,
performance and leadership analytics are considered by HR to enhance productivity. Through
this analytics, HR conducts a predictive analysis of the factors that influence workforce
performance. Analytics and metrics of recruitment channel helps to identify the presence of
organizational factors that are responsible to attract skilled candidates and retention of skilled
employees. Through leadership analytics, HR identifies the faults and strengths in leadership
style that can influence workforce motivation and performance.
Information from HR analytics is measured through various metrics that are cost for recruitment,
time required for recruitment, turnover rates of employees and absenteeism rate of employees.
Apart from that employee participation cost for training, diversity in the workforce and revenue
achieved per employee are used as metrics to evaluate information related to talent management
and organizational productivity. These metrics are used as KPI for evaluating HR strategy. Based

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on the metrics strategies considered by HR in an organization is enhanced and modified to
ensure right flow of work through ensuring successful leadership and motivation.
Finally in a nutshell organizational success is based on the skills present in employees. It also
depends on the presence of proper guidance and motivation in working environment to help
employees to achieve their respective goals. Recruitment of employees is prime responsibility of
HR which ensures the presence of right skills in organization. Through predictive analysis, HR
identifies future threat and success of organization. Based on the potential challenges HR plans
recruitment and employee training to nullify the impact of potential threats. Information gathered
through predictive analysis is also used to improve employee satisfaction by modifying working
environment and employee management strategy.