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HR Analytics: Unlocking Data-Driven Insights

The document discusses how data mining and analytics can be used in HR to improve decision making. Specifically, it discusses how HR analytics can be used to attract, manage, and retain employees which improves return on investment. It also lists some common HR tech tools that can be implemented including HRMS, performance solutions, recruiting software, payroll services, benefits management platforms, and employee engagement tools. Finally, it discusses how truly intelligent HR focuses on adding value and driving performance across the organization using tools like data, analytics, machine learning and artificial intelligence.

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Sugandha
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22 views8 pages

HR Analytics: Unlocking Data-Driven Insights

The document discusses how data mining and analytics can be used in HR to improve decision making. Specifically, it discusses how HR analytics can be used to attract, manage, and retain employees which improves return on investment. It also lists some common HR tech tools that can be implemented including HRMS, performance solutions, recruiting software, payroll services, benefits management platforms, and employee engagement tools. Finally, it discusses how truly intelligent HR focuses on adding value and driving performance across the organization using tools like data, analytics, machine learning and artificial intelligence.

Uploaded by

Sugandha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

1

• What is data mining in HR?


• Data mining is a process of extracting patterns
from data using computer-based algorithms.
These patterns can then be used to help predict
future events.

• It has been used by marketing to refine


approaches for some time. We believe that it has
an important role to play within HR, especially
for large firms.
2

• How is analytics used in HR?

• HR analytics enables HR professionals to
make data-driven decisions to attract, manage,
and retain employees, which improves ROI.
3

• Who can do HR Analytics?

• Bachelor's Degree or equivalent


education/experience/training. 2 or more
years' HR functional experience required (e.g.,
staffing, compensation, benefits, learning,
employee data); preferably for a large multi-state
company as an analyst or coordinator.
4

• HR predictive analytics is being used by HR


managers in organizations to predict human
behaviour and optimize performances and
produce a better return on investment for
organizations through decision making based on
predictive analysis tools.
5

* 9 business critical benefits of HR
analytics

• Improve retention.
• Drive employee performance.
• Create better compensation and incentive
programmes.
• Supercharge recruitment.
• Make real change to company culture.
• Improve employee engagement.
• Enable better workforce planning.
• Promote better employee development.
6

• Here are six HR tech tools that businesses


of any size can implement for a happier,
better-organized workforce.

• HRMS (Human Resource Management


System) or HRIS (Human
Resource Information System) ...
• Performance solutions. ...
• Recruiting software. ...
• Payroll service. ...
• Benefits management platform. ...
• Employee engagement tools.
7

Adding value wherever possible

• Truly intelligent or data-driven HR focuses HR data and analytics


on the goal of adding value and driving performance across the
organization – all the time, not just every now and then or on
specific projects.

• With intelligent, data-driven people management, the top priority


is to add value to the organization in the smartest way possible,
using all the tools at the HR team’s disposal: data, sensors,
analytics, machine learning, artificial intelligence, and more.

• Take Google’s approach to people management, as a quick


example
8

• Data Is HR's Most Important Asset

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