Introduction
HR analytics is a strategic tool. Organizations use it to manage companies. HR analytics implies collecting data for further analysis.
Data are collected through operational reporting, advanced reporting, strategic analytics, and predictive analytics. These are used to achieve the company’s goals
Operational Reporting
- Operational reporting is a type of basic reporting.
- Descriptive data from the past is used here.
- These data relate to the quality of work of employees and personnel services.
- Operational HR reporting data is SLA metrics and request analysis.
- Operational reporting is presented in the form of graphs.
- Operational reporting does not explain processes.
- Global processes within the company are important.
- Operational reporting data are synthesized arrays of primary data.
- Operating results are needed to change historical trends.
- Operational reporting results are needed to assess changes in service delivery.
Advanced Reporting
- Only 21% of organizations consider themselves successful in this area (“Advanced Analytics in HR”, 2021)
- 70% of organizations continue to increase resources for advanced practice
- Advanced HR analytics helps an organization make HR and business decisions
- There are 6 types of advanced reports for human resources
- These are age report, compensation report, headcount report, seniority report, and turnover report
Advanced Reporting – Age and Reward Reports
- Age reports determine the average age of employees
- The age profile is related to the types of benefits and payments
- Compensation reports determine the effectiveness of the compensation
- Knowing about remuneration improves remuneration decision making
- Effectively applying these practices reduces employee turnover
Advanced Reporting – Headcount and Seniority Reports
- Headcount reporting is important when a company enters the market
- Teams are growing rapidly in the market
- Therefore, they need guidance and new members.
- Work experience is motivated
- Employee turnover about 2 years evidence of problems in the company
Strategic Analytics
- Strategic analytics for the future
- The purpose of strategic analytics is business optimization
- Another goal is to create a competitive advantage
- Strategic analytics identify strategically important factors
- Strategic success linked to culture, uncertainty, use of artificial intelligence
- These factors can be controlled with HR
Strategic Analytics Application Cases
- Automation of the recruitment process is the result of the use of strategic analytics
- The process involves the creation of conditional profiles of suitable candidates
- These candidates are as close to the culture and goals of the company as possible.
- Training improves employee retention
- This is a way to optimize HR processes
- Maintaining motivation can be achieved using strategic analytics
- Motivation is linked to career prospects
- Performance and traffic reflects motivation
- The strategic analysis takes into account the factor of employee health
- Reducing stress and injury is part of the management challenge
Predictive Analytics
- Predictive analytics aims to create a competitive advantage
- Predictive analytics for the future
- It is complex analytics, it uses many data sources
- Predictive analytics applies analysis, classification, and categorization
- Managers use predictive analytics to make decisions
Predictive Analytics Systems
- Predictive analytics systems use raw data
- These systems produce useful material at the end.
- Predictive analytics reduces the likelihood of human error
- Employee profile forecasting is one example
- Better hiring practices contribute to productivity
Examples
- Operational analytics considers headcount, turnover, SLA
- Advanced analytics reports on age, compensation, headcount, seniority, and turnover
- Strategic analytics features applicant training and assessment, and performance tracking
- Predictive analytics uses multiple data sources
- HR analytics helps make decisions at the organizational level
Usefulness to Organization
- The benefit includes selection of candidates
- Control of the turnover is equally important
- Frequent layoffs of employees can be monitored using analytics
- Analytics reveals the main factors of dismissal
- An accurate and specific understanding of the reasons for low motivation is possible thanks to analytics
- A decrease in turnover rates is beneficial financially
- Employee experience is associated with retention
- Experienced employees bring more profit
- Experience is associated with high performance
- Performance and motivation are important to increase your bottom line
- Stimulating effective teamwork leads to higher profits
- Analytics enables strategic goals to be uniquely realized
- Management decisions must be accurate
- Hiring employees may coincide with the financial crisis
- Clear leadership of human resources is imperative
- Organizations face natural disasters and crises
- Financial crises and pandemics threaten the stability of organizations
- HR analytics guarantees the success of the organization in such conditions
- It’s important to stay motivated during the financial crisis
- Lack of resources can be partially compensated by solutions based on HR analytics
References
Advanced analytics In HR: Applications and examples. (2021). Web.
Tomas, A. (2021). Advanced Human Resources reports – KPIS and Analytics for HR. Web.
What is HR Analytics? (2019) Web.