HR Key Areas

RECRUITEMENT
RETENTION
PERFORMANCE & CAREER MGMT.
TRAINING
WORKFORCE
COMPENSATION & BENIFITS
ORGANIZATION EFFECTIVENESS

HR Analytics Value Proposition

IMPROVES PERFORMANCE

  • Employee Sentiment Analysis
  • Objective Performance Evaluation
  • Targeted Learning & Development

AIDS DECISION-MAKING

  • Dashboard-driven decisions
  • Accurate Planning & Forecasting
  • Better Data Integration in system

SAVES TIME AND MONEY

  • Optimizing Recruitment
  • Checking Attrition
  • Mitigates risk of human errors

Recruitment Analytics

Problems faced in Recruitment and Talent acquisition

  • How can we acquire the right talent?
  • How can we decide which profiles are right
    for the job description?
  • How can we decide the recruitment need?
  • How can we obtain high-employee value?
  • Which job evaluation methods are effective at predicting subsequent performance?
  • Which route or source is the best?

Does it matter how people enter jobs?

THE PETER PRINCIPLE

How well does success in the current job predict performance in a higher-level job?

PERFORMANCE

Hires performed substantially worse than similar promotes 75% less likely to get top rating 270% more likely to get lowest rating

PAY

New hires receive 18% more compensation than promotes.Pay gap only closes very slowly (up to 7 years)

Attrition and Retention Analytics

Benefits

  • Helps managers identify key reasons for attrition
  • Attrition risk score of individual employees can be estimated
  • Make HR processes sensitive and pro-active
  • Prevents potential attrition of high performers
  • Retain good employees
  • Reduce costs of attrition
  • Helps in hiring strategy
  • Target intervention for retaining employees:
  • Improve conditions
  • Address unmet needs
  • Focus retention efforts

Common predictors of Attrition

Market
data

Rewards & recognition

Training data

Behavioral data

Performance evaluations

Employee demographic

Type of work/project

Pre-hire background

Compensation & benefits

Employee survey scores

Performance Analytics

Problems faced in Performance and Career management

  • Who are the high performers?
  • What is the Impact of the appraisal on performance?
  • What is the Impact of the appraisal on turnover?
  • Who should we promote?
  • How to compare appraisal ratings?
  • How do we measure managers quality?

Performance Analytics Modules

Performance Monitoring

Reporting & Analytics

Promotion Analysis

Graphs For Appraisal

Grouping Operations

Alerts

Performance Monitoring

Reporting & Analytics

Promotion Analysis

Grouping Operations

Alerts

Graphs For Appraisal

Learning Analytics

Learning & Development Analytics

  • Impact of Training on turnover
  • How can we gain greater value from our training programs?
  • How do we select the right employees for training?
  • How do we segment and profile the employees according to skill?
  • How do we use Learning and Development data better?
  • How do we make training programs more effective?
  • How do we analyze cost per batch per course etc?
  • How do we measure skill attainment and application?

Learning & Development Process

Workforce Analytics

Need For Workforce Analytics

  • How can we manage capacity optimally?
  • How can we reduce employee fraud risk to protect our brand image?
  • How can we leverage historical data to predict future manpower requirements
  • How can we get an accurate view of the workforce?
  • How can we get a accurate estimate of retirements due?
  • How do we measure the effectiveness of HR programs?

Primary Driver For Workforce Analytics

Compensation Analytics

Need for Compensation Analytics

  • Compare your internal base, bonus & incentive data to market rates
  • Compare actual pay to targets to assess internal equity
  • Analyze at the group, job, employee or manager level.
  • Analyze pay practices year over year and compare across multiple countries
  • Identify groups or individuals that are under/overpaid
  • How do we measure the effectiveness of Compensation and benefits?

Compensation Analytics

Organization Analytics

Productivity

  • Employee Engagement Index
  • Human Investment Ratio
  • Targets v/s achievement ratio
  • Operating Revenue per FTE
  • HR Expenses breakdown – Function wise

Structural

  • HR Staffing Breakdown
  • HR Professional Staffing Mix Ratio
  • HR Mobility Rate
  • Organization Profile

Innovation

  • New Products & Services breakdown
  • R & D Expense rate

Let’s Talk

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