Presented by:

Pranav V Shenoy
Gairik Chatterjee
Kripa Shankar Jha
HR Analytics
 The below graph provided by Google Trends shows
search interest for these terms since 2004. Both the
terms HR analytics and people analytics have grown
in popularity and continue to gain interest.
Why HR Analytics ?
People VS HR Analytics
 These terms are often used interchangeably, although
some debate their differences. Definitions of HR
analytics tend to encompass a broader scope of data,
while people analytics and talent analytics refer to data
points specific to people and their behaviour. Some
prefer the term workforce analytics because of the
growing tendency to automate tasks with robots,
which may be considered part of the workforce.
Core Concepts and Terminologies
Core Concepts and Terminologies
 Business intelligence (BI) is a set of theories,
methodologies, processes, architectures, and
technologies that transform raw data into meaningful
and useful information for business purposes

 Business analytics (BA) refers to the skills,

technologies, applications and practices for
continuous iterative exploration and investigation of
past business performance to gain insight and drive
business planning
Need of HR Analytics & Reporting
 Many organizations have high quality HR data (residing with a
multitude of systems, such as the HRMS, performance
management, learning, compensation, survey, etc.) but still
struggle to use it effectively to predict workforce trends,
minimize risks and maximize returns.
 The costs of attrition, poor hiring, sub-optimal compensation,
keeping below par employees, bad training & learning strategies
are just too high
 Data-driven insights to ma ke decisions are always better than
judgmental (subjective) HR practices in terms of how to recruit ,
whom to hire ,how to onboard and train employees ,how they
keep employees informed and engaged through their tenure with
the organization
 Hence regular tracking and prediction of crucial HR metrics is
indispensable
The Benefits of HR Analytics
 Better hiring practices
 Decreased retention
 Task automation
 Process improvement
 Improved employee experience
 More productive workforce
 Improved workforce planning through informed talent
development
The Biggest Challenges of HR
Analytics
 The road to actionable HR analytics is not always easy. There are
several challenges organizations need to overcome so they can
reap the rewards:
 Finding people with the right skillset to gather, manage, and
report on the data
 Data cleansing
 Data quality
 Too much data to parse or not knowing what data is most
important
 Data privacy and compliance
 Proving its worth to executive leadership
 Tying actions and insight to ROI
 Identifying the best HR technologies to keep track of the data
The Future of HR Analytics
 Data analysis is now a necessary tool to move beyond gut
feeling, but challenges remain in selling its benefits to the
C-Suite. Once consensus is gained, partners and human
resource management solutions will need to be chosen
with care to ensure goals are met.
 Psychology is also playing an increasingly important role in
HR analytics. Industrial-organizational psychology (I-O
psychology) applies psychological principals to
organizations. Its goal is to increase productivity and
employee well-being. A common application is to match
employees with the best-fit job within the organization,
and analytics is one tool I-O practitioners use to make
these decisions.
HR Analytics Tools
 Zoho People

 You can get an all in one solution because this software program helps you
manage your HR as well as giving you analytics. It can help you with leave,
attendance and time tracking so you don’t have to do it manually anymore.
Its main area of analytics is performance appraisal. You can draw performance
reports, so you know who is your ‘Rough Diamond’ and which ‘Talent Risk’
needs extra mentorship

 The fact that employee self appraisal is part of the setup will have your team
feel more connected with each other and the company.

 Zoho People is excellent to gauge how your current team performs, but you may
need something different if you need to improve your employee intake process
HR Analytics Tools
 IBM Kenexa
 This IBM product is quality software for both small and
medium businesses. Its focus is on helping companies find
and then retain quality employees. Therefore, the analytics
features you find here can be applied to help make you a
very attractive employer.
 We love that this tool is not only focused on what’s going
on inside the business but helps you plan where the
business is supposed to move towards.
 It’s a cloud-based system that can be accessed via Android,
Windows or iOS. Training and support systems are in place
to help you use it optimally.
HR Analytics Tools
 People Analytics by TrenData
 One of the best ways to measure your success in terms of
HR is to keep track of your turnover rate. If your people
keep leaving, there’s something wrong.
 This is one of the analytics tools People Analytics offers
you. This and other trends can easily be tracked on a very
intuitive interface.
 The brand also provides training on various platforms
making it easy to implement. Users do hope that using
more external factors—instead of only internal data—will
become part of the system in future updates. Try the free
trial version if you think this is for you.
HR Analytics Tools
 Oracle HR Analytics
 This tool is part of Oracle’s Business Intelligence
Applications. It’s designed to improve analysis in terms
of customers, suppliers and your bottom line.
 A user’s dashboard can be customized so a manager
can easily find exactly what he or she is looking for.
With the tool incorporating data from all over the
business the user has a realistic view of the current
circumstances.
HR Analytics Tools
 Advance Systems
 This will make your HR functioning effortless and accurate. With
Advance Systems’ BI tool, you get real time feedback so the data you
use for decision making is current and relevant.
 This specific tool caters for experienced HR personnel who want to
design reports—with tables, pivots and gauges—as well as standard
users that will benefit using the many templates. You can have your
customized dashboard built by the brand so you only view what’s
relevant to your daily tasks.
Advance Systems Inc. provides products for both handling current
teams and managing applications for available positions.
Integrated in all of this you’ll get feedback and analysis functions, so
you can determine where you need more assistance.
It’s relevant to many industries including healthcare, hospitality and
retail.
Careers in HR Analytics
 According to SHRM, 59% of organizations plan to increase
positions over the next 5 years which require data analysis skills,
with the most common functional areas include:
 Accounting and finance: 71%
 Human resources: 54%
 Business and administration: 50%
 The Bureau of Labor Statistics expects employment in HR to
grow 21% and create 90,700 new jobs by 2020. While many
companies know they need to apply analytics to HR, they often
struggle to find the necessary blend of analytical talent and HR
knowledge in candidates. Because of this, HR departments are
either training existing employees in HR data analytics, utilizing
analytical skillsets from other parts of the organization, or hiring
data scientists and training them on HR principle
Jobs in HR Analytics
 Some job titles include:
 HR Analyst
 HRIS (Human Resources Information Systems) analyst
 Analyst, people analytics
 Analyst, people analytics and compensation
 Corporate HR – workforce analytics
 Strategic people analyst
 Manager, HR workforce reporting analytics
 Research, HR analytics
 Talent analytics manager
 HR data scientist
Real life case studies
 Dow Chemical has evolved its workforce planning over
the past decade, mining historical data on its 40,000
employees to forecasts promotion rates, internal
transfers, and overall labour availability. Dow uses a
custom modelling tool to segment the workforce and
calculates future head count by segment and level for
each business unit. These detailed predictions are
aggregated to yield a workforce projection for the
entire company. Dow can engage in “what if” scenario
planning, altering assumptions on internal variables
such as staff promotions or external variables such as
political and legal considerations.
Real life case studies
 In 3 weeks Oracle was able to predict which top
performers were predicted to leave the organization
and why - this information is now driving global policy
changes in retaining key performers and has provided
the approved business case to expand the scope to
predicting high performer flight.
 Many companies favour job candidates with stellar
academic records from prestigious schools, but AT&T
and Google have established through quantitative
analysis that a demonstrated ability to take initiative is
a far better predictor of high performance on the job.
THANK YOU