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HR Analytics

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12 views9 pages

HR Analytics

Uploaded by

drdeepikatechnia
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Winning on HR Analytics:

Leveraging Data for Competitive


Advantage
at i s
W h Who
a l l
HR ? require
ut ? ?
a bo HR &
Why???
Few of the questions needs to be answered by HR department are
listed below:-

•How high is your annual employee turnover?


•How much of your employee turnover consists of regretted loss?
•Do you know which employees will be the most likely to leave your
company within a year?

Most HR professionals can easily answer the first question.

However, answering the second question is harder. To answer this second


question, you would need to combine two different data sources- HRIS and PMS.

To answer the third question, one would need even more HR data
and extensively analyze it as well.

Once we start to analyze human resource challenges by using


this data, we are engaged in HR data analytics
The power of HR analytics is making companies ditch their
“intuitions” for any decision to make — which was the trend
earlier — and take more informed and data-backed HR decisions.

Official decisions have become more promising and accurate with


the use of HR analytics.

For a Business, HR analytics is the intentional collection of


data on their workforce and teams to understand their
effectiveness. Analysing this data will provide them with
useful insights into which areas could be optimized to
improve business functions.

Objective of HR analytics is to actually make sense of this


data and turn it into a valuable insight.
For employees, it is important to feel as if they belong
and that they’re making a difference. They need to be
able to answer the question :-

Why am I here?
And
Why should I stay here?

For an organization to be able to answer these questions,


making use of HR Analytics is a must. Not only above
questions will be answered but managers will also be
able to justify their HR decisions by providing measurable
ROI values.
Dashboards vs. Reports
The report can be a more pages layout of the task that makes it necessary. In summary, the
report comprised of background data. Above all, a report is a text or table-based tool. It
supports the work of employees within an organization or a company. Usually, you share
them by regular scheduling (daily, weekly, or monthly).

Dashboards are the opposite of reports. Its main goal is to display the key performance
indicators on one page crucial for making important decisions. It is not to show details by
default, but you are using the drill-down method in some cases. All dashboards should
answer a question.
Let’s Visualize HR Analytics
MS Excel Way….
ABOUT ME
Serving Academia since last 18+ years. I am
considered to be a good mentor by my students.
Served academia in NCR region for more than a
decade and also experienced the academic
dynamics at Uttarakhand for 8.5 years. Few of
Dr. Deepika S. Joshi the organizations I’ve worked with are-
Associate Professor
Member IQAC • FCBM, Amrapali Group of Institutes, Haldwani,
HOD- MANAGEMENT Uttarakhand- 2015 to 2021

• Gitarattan International Business School,


Department of Commerce
Rohini, Delhi
and Management,

PAL COLLEGE OF • Jaipuria Institute of Management Studies,


TECHNOLOGY AND Indirapuram, Ghaziabad -2011-2015
MANAGEMENT,
HALDWANI
• Shiva Institute of Management Studies,
Ghaziabad 2005-2010
My research interests and publications

My Research Interest Areas are:


OB/HR, Emotional Wellbeing, Universal Human Values,
ITES, Strategy & Learning/Development

Text Books : Two, Published with Aayu Publications Delhi


E-Book : One Kindle book with Amazon.

Journal Papers(Nat/Int’l) : 15+ , 3 in Scopus, 1 in UGC Care


and rest all in Peer Reviewed Journals
Conference Papers: Eight+, 1 in Springer

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