Tag Archives: Must Know

The 5 HR Analytics Reports Every Manager Must Know About

It goes without saying that people are key success of any organization. It is no surprise that any business which can attract the right competencies, manage work-life balance, utilize talent effectively is setting itself up for long-term success. HR departments are generating more data than ever before, but they are often struggling to turn their data into actionable insights. Here is a list of HR analytics every manager should know about:

Recruitment Analytics

Recruitment analytics is based on the competency acquisition analytics. This report mainly focuses on finding the desired competencies your organization requires. By quickly sifting through the large blocks of information, HRMS can dive intelligently to social media sites, job portals, forums, journals and other platforms to extract information related to specific candidates. With HRMS, employers can understand candidates work patterns, level of interests, track their engagement activities and what potential opportunities that candidates are looking forward in the future.

Employee Performance Analytics

Your business needs dedicated high-performing employees. Employee performance analytics can help greatly in assessing individual employee performance. The insights can reveal who is performing best and who may need additional support. HRMS HROne can help in innovative ways by collecting and analyzing performance closely.

Management Analytics

Analyze the various dimensions of the management team with management analytics. For example, poor leadership, whether of a business, division or team that is hampering productivity or obstructing the path of a business from realizing its potential.

Employee Attendance Analytics

This gives you a clear idea to measure how punctual your employees are. With HRMS, you can easily track and review the report of check-in and check-out. This way you can monitor the punctuality and keep a check on productivity and improve attendance at work.

Employee Churn Analytics

Hiring employees, training them and making them as your valuable assets demand concrete time and efforts. Employee churn analytics help to predict the future and help to reduce employee churn. It also analyze historical employee churn, staff advocacy score and the employee satisfaction index. The key here is to remember that a healthy level of churn can be desirable.

Embrace all the above-mentioned HR analytics techniques to improve your business operations, which will help you attain your business goals and simultaneously retain the talent!

Five HR Analytics Terms Every HR Manager Must Know

Technology is no more the sole property of IT departments – the role of technology and data in HR is increasing from a steady pace. This has led to the rise of many fancy technical and analytical terms in HR departments as well. Therefore, in order to survive through this cycle of change every HR Manager must be aware of these technical terms. So here we’re going to define five such terms for you:

Data Mining

Looking for needles in the haystack – that’s the crux of Data Mining. In this age of big data, gigantic amount of data is created every day. It’s not possible to analyze all of it even if whole population of earth is engaged in the herculean task. So, Data Mining aims to look for data that has some meaning (aka patterns) in huge amount of raw data, and then present that data with its patterns in a meaningful manner.

Machine Learning (ML)

This branch of Artificial Intelligence helps in making use of data analyzed from Data Mining. It focuses on developing computer programs and systems that can learn from the data patterns that emerged from Data Mining. The programs learn themselves, grow continuously and adapt themselves according to situations and requirements when continuously exposed to new data patterns.

Cost Modeling

This is the art and science of understanding HR-driven costs. It helps in understanding many things, including:

  • Hiring costs
  • The time required for an employee to reach full productivity
  • The ratio of salaries and individual productivity
  • Overall employee productivity
  • Employee turnover costs
  • And other HR related costs.

These costs are estimated on the basis of data by computer algorithms, and then utilized in financial planning and business models by executives.

Hiring Channel Mix Modeling

Recruiting is no more limited to advertisements and career sites alone – in last few years many more channels have also come into play, which include references, social media, recruitment consultants etc. In such a situation, there must be some way of identifying which channels are working the best. Hiring channel mix modeling is that way – by analyzing data related to every channel for some time it can tell you which channels work the best for your business.

People Analytics

Data can also help you predict various workplace problems in your office they become worse. People Analytics is aimed at doing just that. By analyzing all data related to your employees it can predict serious problems related to productivity, engagement, attrition and customer satisfaction before they become serious.

Final Thoughts

So, this was our short list of top 5 HR analytics terms every HR manager must know to survive. If you know any other such terms, please feel free to describe them in comments.