Full Stack HR Analytics

Hired to deliver on human resources, reduce time to hire, get the best PO (Person-Organization) and PJ (Person-Job) fits for their company, performance evaluations, grievances, and basically manage everything from their on-boarding to their leaving – HR is a part of an employee’s whole journey in a company. Advanced analytics is paving way for HR personnel to hire smarter, work smarter with managing staff, and seek smart opportunities for themselves to speed up all procedures. Here are 4 case studies that reveal successful application of big data analytics in HR: Telecom Company Cuts Hiring Time by Half and Hires 100 High-Impact Experts Within Three Years – a leading European telecom company sought to contend with international media and IT players by adopting the internet telephony revolution and developing businesses in both digital television and mobile networks. McKinsey worked with the HR director to develop a three-year program to turn the telecom corporation into a peo

When it comes to leveraging the power of big data to simplify different processes, it is often seen that Human Resources (HR) department of an organization is the one to lag behind the most. The Recruitment wing of the HR specifically tends to be the culprit as when it comes to hiring, it is often seen that recruiters often rely on their gut instincts and personal judgment of the candidate rather than any past pattern or pragmatic evidence. There is no denying that intuition is integral to the overall hiring process, but relying solely on it makes a lot of room for personal bias and subjectivity to creep in.   Hiring clouded by human emotions and sentiments can often costs organizations dearly as the right candidate for the right job is imperative for an organization to gain competitive advantage in the marketplace. However, as the importance of hiring the right talent comes into focus, HR department is increasingly making use of Analytics, and more specifically Predictive Analytics

In today’s data-driven world, organizations of all shapes and sizes operating in a myriad of sectors are turning towards analytics for talent hiring, management, and development.   A m ajority of businesses use metrics in HR to guide their strategic decision-making processes.   A strong analytical system in HR strategy can help organizations streamline their HR processes more effectively and efficiently. HR analytics aims to provide insight into how best to manage employees and reach the desired business goals. But in order to derive meaningful insights from the tremendous amount of data that is available, it is imperative for businesses to identify the problem and then analyze the data to effectively deal with that problem. Accurate identification of the problem and assessment of needs is i m portant for decision-making and process improvement to maximize ROI. Generation of data by the HR department will fail to serve its intended purpose if they are not successful in drawing meani

Are you doing an MBA in human resources (HR)? Do you find the field of HR interesting? Want to know the ins and outs, and other scientific elements of this domain? If so, a career in human resources analytics could be the right choice for you.  Broadly defined, human resources analytics is a smaller field within the broader field of data analytics. It involves the application of data analytics process within an HR department with the aim of improving employee productivity and performance.  When this analytics process is actualized in an HR department, businesses get benefitted by attaining a higher ROI (return on investment). While many reduce the field of HR analytics to the gathering and monitoring of data regarding workforce efficacy, however its scope is much broader than just this. Specifically, HR analytics involves providing meaningful insights to optimize business operations.  What HR Analytics is and What Exactly it Does  HR analytics is really the application of

Do you think you know how to improve the performance of your workforce? Or do you know? How can you get the best from your people? Who are your best performers? How do investments in workforce training improve your employee performance? How can you inspire, motivate and empower your employees to excel? Many successful business organizations are increasingly embracing state-of-the-art methods for evaluating workforce data to improve their competitive advantage. Google, Accenture, Best Buy, Microsoft, Sysco and many others are beginning to understand exactly how to optimize their workforce performance and ensure the highest engagement, productivity, and retention of top talent. If you want the best performance from your top employees, who are probably your biggest assets and your largest expense as well, you need to start using HR analytics, also known as talent analytics rather than your gut instinct. So what exactly is HR Analytics? Human Resource analytics, sometimes kn

Over the past few years, organizations have been using data analytics to measure all of their business operations more efficiently. While the HR department was barely an “early adopter” of data analytics, but these days HR managers and directors are becoming more strategic in their job roles and putting more emphasis on data-centric activities and analytics tools that can aid them make better business decisions. For some HR professionals, adoption of data analytics has been an easy transition. While many of them still struggle to use human resource analytics tools. In today’s business environment, HR analytics can’t be overlooked, since it allows HR managers and directors to take better decisions. Here Are Some Questions Which HR Data Analytics Help Find Answers to: ·          How to improve productivity of a team? ·          Predict and manage attrition rate ·          Finding out the reason behind a high turnover in a certain department ·          Predict the right peo