Full Stack HR Analytics

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 ·      ...

The ability to combine HR data with business outcome data when making forecasts through data analytics is one of the important business trends for HR managers, according to a veteran in the field. HR’s data mainly consists of activity and compliance data, such as data about employees salary, when they were hired, when they were promoted, their performance review scores, data about the managers, and their engagement scores. However, HR managers do not monitor and track the actual performance of employees in their job role, once they are on board, and this is a very important distinction, said the CEO of Talent Analytics, Greta Roberts. "Employees are hired by the companies to perform a specific role for their business – finance, sales, IT, call centres, and the like,” she said. “At the end of the day, business enterprises want to know if employees are performing the job responsibilities for which they are hired. Business performance needs to be tracked in the business.” ...