HR DATA ANALYTICS
Optimizing recruitment spending to the fullest
Best Data analytics company who rejuvenates traditional HR practices and up streams organizational growth.
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Benefits of using
Data Analytics in HR
How to use Data Analytics in HR Management
FAQ on HR Analytics
HR analytics involves the process of deploying two core methods:
i) Data mining and
ii) Business Analytics over scattered available of unstructured data related to HR management.
This deployment aims at the enhanced operation of the HR team by providing deep-rooted actionable insights through processing the entire data set available. Data analytics deployment on HR functionalities purely aimed at deriving valuable insights and acquire reliable and useful data.
Initially, by deploying data mining process, valuable HR-related data were derived and stored to get processed.
Then, the stored data will be processed using business analytics, were the core process of deriving actionable insights on collecting valuable data framed which helps the HR team and organization to make the best decision.
An HR team would have tons and tons of data sets which needs to be filtered and fine-tuned ranging from demographic profile to allotted salary package and training records. It is essential to implement techniques like data analytics to carry out these complicated processes.
a) Transform Talent-Hiring Process
Majority of the organizations are still hanging with the traditional decision-making approach, which is highly dependent on a single person’s perspective this approach holds several setbacks, and it would certainly go against the organization’s principle of hiring. Human-based talent-hiring would end-up with a selection of the wrong candidate who would be a liability to the organization. By implementing data analytics method in the hiring process, organizations can now acquire the best and suitable talents for the vacant position.
b) Eliminating Organizational Injustice
Organizational Injustice is the most common and unethical practice prevails in every organization, which highly involves the interference of an HR manager. The injustice practice will be completely biased based on gender, category and other factors that an HR manager would consider according to their favour. By implementing data analytics into the organization’s HR system, the unfair practices would certainly get eliminated and result in better employee handling in terms of providing appraisal, incentives, increments and promotions.
Contribute towards Individual and Organization’s Growth
Deployment of HR analytics found to be highly useful by contributing to an individual employee as well as the company’s growth. HR analytics is highly accurate in terms of pinpointing the lagging areas where an employee needs improvement in their performance and also helps companies in a similar aspect. Moreover, it also plays a pivotal role in predicting the future of the organization by closely analyzing industrial trends.
- Evaluate Resignation Rate
- The right time for hiring process
- Evaluating accurate employee turnover rate for every department
- Revenue generated per FTE (Full Time Equivalent)
- Determining exact performance appraisal rate
- Addressing the business objective which needs to get solved
- Find the exact data set that would determine the business objective of organization
- Implement ETL (Extract, Transform and Load) method to retrieve data
- Implement the extracted data into business operations
- Carry out continuous monitoring and processing of data