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    The HR Analytics Roadmap

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    Kza Ramganesh
    HR analytics can help organizations make better hiring, development, and workforce expansion decisions by discovering meaningful patterns and predictions in employee behavior. The stages of developing HR analytics capabilities are: 1) data collection and reporting to provide basic metrics and KPIs, 2) descriptive analytics to understand current performance, 3) predictive analytics to forecast how decisions may impact outcomes, and 4) prescriptive analytics to determine optimal actions. Reaching the prescriptive stage allows HR to strategically advise the organization.

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    The HR Analytics Roadmap

    Uploaded by

    Kza Ramganesh
    309 views2 pages
    HR analytics can help organizations make better hiring, development, and workforce expansion decisions by discovering meaningful patterns and predictions in employee behavior. The stages of developing HR analytics capabilities are: 1) data collection and reporting to provide basic metrics and KPIs, 2) descriptive analytics to understand current performance, 3) predictive analytics to forecast how decisions may impact outcomes, and 4) prescriptive analytics to determine optimal actions. Reaching the prescriptive stage allows HR to strategically advise the organization.

    Original Description:

    How an organisation can propel itself to become more proficient at managing HR Analytics.

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    HR analytics can help organizations make better hiring, development, and workforce expansion decisions by discovering meaningful patterns and predictions in employee behavior. The stages of developing HR analytics capabilities are: 1) data collection and reporting to provide basic metrics and KPIs, 2) descriptive analytics to understand current performance, 3) predictive analytics to forecast how decisions may impact outcomes, and 4) prescriptive analytics to determine optimal actions. Reaching the prescriptive stage allows HR to strategically advise the organization.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    309 views2 pages

    The HR Analytics Roadmap

    Uploaded by

    Kza Ramganesh
    HR analytics can help organizations make better hiring, development, and workforce expansion decisions by discovering meaningful patterns and predictions in employee behavior. The stages of developing HR analytics capabilities are: 1) data collection and reporting to provide basic metrics and KPIs, 2) descriptive analytics to understand current performance, 3) predictive analytics to forecast how decisions may impact outcomes, and 4) prescriptive analytics to determine optimal actions. Reaching the prescriptive stage allows HR to strategically advise the organization.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
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    The HR Analytics Roadmap: Shifting from Data to Impact

    HR must be the change agents for the organization, constantly identifying where the best
    human-capital value is and creating the right organisational systems that facilitate it. HR
    Analytics can be viewed as the discovery and interpretation of meaningful patterns and
    predictions in employee, and in turn, organisational behavior. By leveraging such
    analytics, HR Practitioners can make better decisions on hiring, developing and expanding
    their workforce.

    So, what are the various stages of this HR Analytics Journey?

    1. Data Collection and Reporting: This stage involves collecting the right data and
    generating appropriate reports. Being able to deliver this information is at the
    foundation of daily business operations and is often the data source for more
    advanced analysis.
    2. Descriptive Analytics: It is at this reactive level we ascertain HR Metrics and KPIs
    based on benchmarks, such as Turnover Rate and acceptable Employee
    Engagement Levels. Knowing the current state of various facets will provide a solid
    foundation for HR to dig deeper. Diagnostic Analytics is also applied at this stage
    which can help HR practitioners identify current problems through surveys and
    feedback, but these forms of analyses don't necessarily help prevent or solve those
    problems.
    Most organizations level off at this stage with the implementation of HR
    Dashboards within an HRIS, but research has shown evidence that companies
    realize a 30% improvement in operational performance once Predictive and
    Prescriptive Analytics techniques are applied.
    3. Predictive Analytics: At this point we look at the correlations among our defined
    metrics and seek proactively to forecast and test "what-if" analyses to understand
    the impact of decisions before implementing them. For example, an organization
    might explore the query, "If we increase compensation, how would that impact
    employee turnover?".
    4. Prescriptive Analytics: While predictive analytics provides forecasts for what could
    happen, prescriptive analytics forecasts what actions or solutions should be taken
    to address those trends. At this level such analytics will allow HR to quantify the
    projected investment as well as the benefits of such decisions.

    Once the HR function acquires this state of maturity with its analytics capabilities, HR can
    now make a significant impact on the business as a Strategic Business Partner.

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