HR ANALYTICS

Method for HR analytics Tools for HR analytics

• Clustering • HireVue
• Driver analysis • Bersin by Deloitte
• Risk analysis • Skillport
• Forecasting • Saba
Metrics for HR analytics Uses of HR analytics
• Monthly turnover rate • Reporting
• Revenue per employee • Dashboard
• Yield ratio • Data mining
• Human capital cost • Better problem solving and decision making
• Cost to hire
RECUITMENT ANALYTICS

Need: Metrics
• Id of high risk assets • Qualified candidates
• Proofreading the best talent • Time to fill
• Improvement in emp. engagement • Offer acceptance rate
• Reduced recruitment timeline and cost • Hires to goal
• Live analytics • Quality of hire
• Cost per hire
• Retention rates
• Diversity hiring metrics
 STEPS IN RECRUITMENT ANALYTICS:
• Finding the right candidate
• Refining sourcing
• Gathering performance data
• Analyse overall recruitment experience data
• Help with profile tuning
• Id best candidate source
• Analyse market trends
• Conclusion

• (importance)
WORKING OF RECRUITMENT ANALYTICS:
ON BOARDING ANALYTICS
4C’s of on boarding Metrics
• Compliance • Yield ratio
• Clarification • Orientation cost
• Culture • New hire survey
• Connection • New hire engagement
• Speed to performance
• New hire separation
• Programme effectiveness
STEPS TO MEASURE THE SUCCESS

• Create a new hire experience that is consistent and repeatable

• Customise, Customise, Customise
• Seek feedback from new hires
• Measure the retention rate
STAFFING ANALYTICS
Role of analytics in staffing:
• Talent acquisition
• Talent pipeline planning
• Job response optimisation
• Customer acquisition
Importance:
• Impact of big data on staffing analytics
• Historical analytics
• Real time analytics
• Predictive analytics
• Website analytics
PERFORMANCE ANALYTICS

Metrics: Importance:
• Indicators • Drive performance
• Breakdowns • Establish a single version of truth
• Scorecards • Realise fast time-to-value
• Dashboards • Align the company with org. goals
• Widgets • Service quality
• Data collectors
SKILL GAP ANALYTICS

Steps for developing skill gap analytics:

• ID business goals
• Collect data
• Interpret the data and make recommendations
• Prepare a training plan to address identified gaps in the current environment
COMPENSATION AND BENEFIT
ANALYTICS
Methods:
• Market data comparison
• Labour cost analysis
• People count analysis
• Retention analysis
• High performer analysis
• Sales compensation analysis
• geographic pay analysis
Importance:
• Supports BI
• Provides quantifiable data
• Works as a scorecard
• Provides a set of measurements for monitoring
• Risk exposure
• Used with other performance measure
TRAINING ANALYTICS
Methods:
• Kirkpatrick (reaction, learning, behaviour, Measures used for training analytics:
result)
• Engagement
• CIRO (context, input, reaction, & outcome
• Improved performance
evaluations)
• Reduced seat time
• ROI in training
• Increased retention
• Cost-benefit analysis
– (Determine training cost, Id pot saving
result, Compute pot saving, Conduct cost
& saving benefits comparison)
LEARNING ANALYTICS

Key practices: Importance:

• Educate and train everyone
• Clearly define data input requirements and
parameters for all stakeholders
• Data can be more than names and
numbers
• Understand the nuances and
opportunities posed by data warehousing
• Scheduling can become complicated with
access to real time data
• Quality assurance
• Intervention
• Id at-risk-subgroups
• Enabler for development & introduction of
adaptive learning
• Foster a data driven mind set
• Increase employee motivation
• Hurdles and opportunities
PROMOTION ANALYTICS

Metrics: Basis for promotion:

• Revenue per employee • Promotion on merit basis
• Profit per FTE • Promotion on seniority basis
• Human capital ROI • Promotion on merit-cum-seniority basis
• Absenteeism rate
• Overtime per employee
SKILLS REQ. FOR PROMOTION
ANALYTICS
Technical skills: General promotion knowledge:
• Statistics • Promotional strategy, targeting and
• Campaign measurement segmentation

• Online analytics • Campaign design & management

• Database technology • Experienced-based knowledge

SUCCESSION PLANNING ANALYTICS

Steps: • Importance
• Pre-planning
• Assessment
• One-on-one and group meetings
• CEO discussion
• Ongoing review
ATTRITION ANALYTICS
Metrics:
• Attrition rate
• Existing employee attrition
• Total employee attrition
Reason for employee attrition:
• Bad leadership
• Stagnation in learning opportunities
• Unfair working times
• Lack of stock options
• Lack of penalties for attrition on manager
• Delinking performance with attitude
issues
STEPS TO MINIMISE EMPLOYEE
ATTRITION
• Exit interview
• Job analysis, evaluation, and recruitment
• Scientific system of recruitment, placement and promotion
• Use of committees
• Maintaining statistical record
• Enlightened attitude of management
– Service rules
– facilities and amenities for workers
– grievance procedures
RETENTION ANALYTICS

Steps: Metrics used for employee turnover

• Churn prediction • Accession method
• Attrition root cause • Separation method
• Resignation segments • Combined method
• Replacement method
• (formulas for all the above)
Importance:
• Reduces time and monetary investment
• Reduces non-economic impact of turnover
• Positive impact on customer service
• Increases goodwill of the company
• Facilitates knowledge transfer
COMPLIANCE ANALYTICS

Methods: Financial compliance analytics:

• Rule based monitoring to id known frauds • Classification
and compliance risks • Graph analysis
• Anomaly detection to recognise potential • Text analysis
new frauds and compliance risks
• Network analysis to id potentially
worrisome collusive activity across entities
• Text analytics to sense written doc for
insights
• Visual analytics/dashboards to summarise
actionable results for stakeholders
APPLICATION OF ANALYTICS
In Telcom:
• Location based intelligence marketing
In Consumer Packaged goods:
• Direct consumer relationship
• Mobile & location based service
• Demand prediction
• Demand driven SCM
• Idea to product acceleration
• Store clustering
• Price optimisation
• Shelf-space allocation
In Utilities: In Healthcare:
• Asset management • Comparative effectiveness
• Reduced fraud and leakage using • Disaster planning
intelligence from smart device • Patient flow
• Improve quality of service • Radio frequency identification
• Improve drilling • Genetics
• Improve operation
• In Online retail:
• Optimising marketing mix
• Customised product recommendation
• Efficient overall SC
• Predictive search
• Recommendation & promotion
• Fraud management
• BI
PREDICTIVE: INDICATIVE METRICES –
HAPPIEST MINDS
Session Level metrics
• Number of clicks in each session
• Difference in time between successive
sessions
• Average time spent on Page
Customer Level metrics
• Number of visits at different time periods
• Average duration of visit
• Average purchase on the visit
• Difference in time between successive
visits
Item Level Metrics
• Number of customers viewed the item
• Conversion rate of the item
• Number of customers compared the item
before purchase
Customer and Item Level Co-relations
• Number of times customer viewed that
item
• Number of times customer compared
that item with other items
• Number of times customer purchased
that item