Introduction on Hr analytics
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The document outlines the importance of HR analytics in utilizing data to inform decisions related to recruitment, retention, and employee management, thereby improving organizational effectiveness and ROI. It discusses key concepts such as business intelligence, business analytics, and tools useful for HR analytics. Ultimately, it emphasizes that successful HR analytics relies on impactful data-driven decision-making across the entire organization.
Introduction on Hr analytics
- 1. HR Analytics By Dipti Sangare
- 2. Agenda 1. Core concepts and Buzzwords 2. Analytics 3. HR Analytics
- 3. Business intelligence Business intelligence (BI) is a set of theories, methodologies, processes, architectures, and technologies that transform raw data into meaningful and useful information for business purposes.
- 4. Business Analytics Business analytics (BA) refers to the skills, technologies, applications and practices for continuous iterative exploration and investigation of past business performance to gain insight and drive business planning.
- 6. Definition of Analytics Analytics is the discovery, interpretation, and communication of meaningful patterns in data and the process of applying those patterns towards effective decision making.
- 8. Types of analytical model
- 10. Tools • Microsoft Excel • BI Reporting Tools • ERP(Enterprise Resource Planning) reporting Tools • Statistical Software (like SAAS, R etc)
- 11. Why HR Analytics ? HR analytics enables HR professionals to make data-driven decisions to attract, manage, and retain employees, which improves ROI. It helps leaders make decisions to create better work environments and maximize employee productivity. It has a major impact on the bottom-line when used effectively.
- 12. Steps in HR Analytics
- 13. What could be measured ? Recruitment RetentionOrganization effectiveness Workforce Compensation & Benefits Training Performance and career management HR Matrices
- 14. CONCLUSION HR analytics is an essential part of data management and its implementation can yield positive returns for any organization. The key to successful HR analytics relies on the understanding that the size of the measured data isn’t the key to success, but rather, the impact the data can have on decision-making in the organization. HR analytics shouldn’t be seen as influential only in the HR department, but rather as something, that has the potential to create value throughout the organization.
- 15. Thank You Q & A Time…. LinkedIn : https://www.linkedin.com/in/dipti-sangare-7b1647119/