Understanding HR Analytics

Secondary Research
Google Search

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Business Intelligence Vs Business Analytics
Different schools of Thought

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BI vs. BA

Analytics
= Business
Intelligence

Decision
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BI vs. BA
BI (Maintaining)
Business Intelligence is needed to run the
business while Business Analytics are needed
to change the business
BI is focused on creating operational
efficiency through access to real time data
enabling individuals to most effectively
perform their job functions. BI also includes
analysis of historical data from multiple
sources enabling informed decision making as
well as problem identification and resolution
BA (revolutionizing)
Business Analytics relates to the exploration of
historical data from many source systems
through statistical analysis, quantitative
analysis, data mining, predictive modelling
and other technologies and techniques to
identify trends and understand the
information that can drive business change
and support sustained successful business
practices
Pat Roche
Vice President of Engineering, Noetix Products
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 Trending Terminology
The number of
Google searches for
business analytics
have risen sharply
in the past 10 years
vs. a mild decline
for business
intelligence.

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Analytics
The extensive use of data, statistical and quantitative analysis,
explanatory and predictive models, and fact-based management to
drive decisions and actions.

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Stages of Analytics

Foresight
Develop predictive models

Insight
Make sense of data by Analysis

We are here
Hindsight
Gather data by reports

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Evolution

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Understanding HR Analytics

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Measuring Workforce Analytics Maturity

Measuring Workforce Analytics Maturity

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Bersin Workforce Analytics Maturity Model

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Bersin Workforce Analytics Maturity Model

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Workforce Analytics maturity model

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 HR Analytics - Illustration
E.g.
Statement Remarks
Employee turnover is 12% Data
Employee turnover is 4% higher on a year to year basis Data

Inappropriate Leadership styles of select managers resulted in Analysis leading to Insight

higher attrition of 3% on a comparable basis

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HR Analytics Why
The costs of attrition, poor hiring, sub-optimal compensation, keeping below par
employees, bad training & learning strategies are just too high
Data-driven insights to make decisions are always better than judgmental
(subjective) HR practices in terms of
how to recruit
whom to hire
how to onboard and train employees
how they keep employees informed and engaged through their tenure with the organization

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Way Forward
Phase 1
Hindsight & Insight
Reporting of basic metrics -
monthly, quarterly, half yearly
tracking reports
Phase 2
Foresight ( Predictive Analysis)
Attrition forecasting
Employee Engagement
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