HR Analytics – Envisioning the Future for HR Department
How can HR Analytics help in predicting the attrition for an organization?
How much increments can you expect for the next year?
In such uncertain environment, it’s not easy to predict the future. However, some progressive organizations such as Google and Hexaware are mining their facts to seek answers to the above questions. With the help of real-time data, these companies are taking the assistance of HR analytics metrics to cut attrition and plan their increments and salary hikes for future.
Working in line with companies in manufacturing or FMCG sector which generate real-time sales or production data, HR analytics is helping these companies to churn out data on specific HR functions as and when it is required. This enables them to streamline their systems and aids in generating accurate metrics across functions and platforms.
The day I read the Google story, I have followed up on how it is transforming the business environment. Google is one of those organizations which sets benchmarks for others to follow. Their HR analytics model helps them to take key strategic decisions on human resource management. HR analytics powered with a dedicated team of professionals, helps Google to plan and carry out people related decisions.
How does the HR analytics work in an Organization (like Google)?
a) It starts with collecting opinions which are based on experiences, people feedback and internal voices
b) Data on key aspects (like attrition, retention, recruitment etc) with respect to people management is collected
c) The data is then plotted on graphs and trends are studied and analysed.
d) These trends then help in the decision making process which eventually leads to shaping up future policies for the organization
How is HR analytics helping Hexaware to plan for their future?
a) They deploy HR analytics extensively in human resource management
b) It help them to get timely indicators with respect to talent management and retention
c) It helps them in forming a guideline for changing their HR strategies in line the external and internal factors
d) HR analytics is helping them to take a predictive modelling approach and not a post-mortem approach
e) Their thoughts or feeling supported by HR analytics metrics helps in taking proper measures for the future
f) The HR analytics data is shared with the top management who normally understands the language of data and numbers
How is HR analytics different from the traditional HR Approach?
a) The most important factor is that it can be MEASURED
b) It helps in understanding “why it happened” and not “what happened” and stopping there
c) It helps in deriving logic from realms of raw/unprocessed data
d) It helps in knowing the cause of an event
f) With the fast changing environment and expansion of organizations taking place, HR analytics will support in analyzing huge and complex data which would have not been possible by the traditional approach
In the current scenario, HR is equally answerable on ROI (returns on investment) for all people related decisions. HR analytics will become the key driver for all key HR strategic decisions.
Do you think that HR needs to graduate to the next level to come in line with the key revenue generating functions in an organization? How can HR analytics help in supporting the HR department? Is analytics in human resources even required?