Find out Why There is a Growing Demand for HR Analytics


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 known as Workforce Analytics or People Analytics, is the modern application of sophisticated business analytics and data mining techniques to HR data. In layman’s language, it is a tool used to find out the what, why, when, how and where of HR functions like performance measurement, employee engagement, recruitment, training, and retention.

Benefits of HR Analytics

If you’ve ever worked in an HR department, probably you know that most of the data that is required for analysis is already available within the organization. Data regarding employee age, prior experience, demographics, academic history, performance ratings, trainings undertaken, and many such data points are already present within the HR department. This internal data is clubbed with relevant external data sources to get clear insight. Here comes the role of HR analytics. It plays a vital role in putting all this data together, combining it with external data and helping HR leaders and managers ask important questions so that they can take better decisions for their organization.

Here are some important questions which HR Analytics helps find answers to:
  • ·         Skill-gaps in the organization and how to fill those
  • ·         How to improve productivity of a team?
  • ·         Why is the top talent leaving the organization at a higher rate than others?
  • ·         Figure out the reason behind a high turnover in a certain team
  • ·         Predict and manage attrition rate
  • ·         Predict the right people to hire for a specific role
  • ·         Does the performance rating system truly reflect employee performance?


If you’ve decided to use HR analytics in your organization, it is recommended you train your HR leaders and managers in an HR analyticscertification course so that they can make the most of HR analytics tools.

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