The Role of HR Analytics in Decision Making

Slide Note

HR analytics involves correlating business data with people data to establish cause-and-effect relationships, enabling evidence-based decision making, improved employee performance, and better ROI. This practice goes beyond traditional HR metrics by providing future insights and optimizing management strategies. The process includes identifying specific employee data needed for analysis, obtaining that data internally or externally, and utilizing common HR metrics to develop meaningful dashboards for action.

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Presentation Transcript

HR Analytics Alexandra Dass and Mursal Nassimi Willamette SHRM Student Chapter

What is HR Analytics? A form of business intelligence Correlates business data and people data Establishes a cause and effect relationship

Why HR Analytics? Engage in evidence-based decision making Improve employee performance Get a better return on investment Make relevant decisions

HR Analytics HR METRICS, SCORECARDS, DASHBOARDS ORGANIZE INTERPRET ANALYZE Stakehold ers and decision- makers Evidence- based knowledge Data Information Source of data Efficiency Effectiveness Impact Statistical tools & Type of data Employee segments Value creation Location, etc. Cost-benefit techniques Job groups Level ROI Source: Lisbeth Claus and Kendal Callison, Global HR Analytics, in Global HR Practitioners Handbook, Volume 3 , 2014 (Forthcoming)

HR Analytics More than HR Metrics Metrics tangible past data reporting controlling HR ownership Analytics intangible future insights analyzing optimizing management ownership

Types of Metrics Efficiency Effectiveness Impact Source: Boudreau and Ramstad, Beyond HR,2003

Table Discussion Which types of leaves apply to your organization? Handout: Types of leaves of absences

Table Discussion Do you have any idea of what absenteeism looks like in your organization?

The Process What specific (employee) data is needed to turn this topic into HR analytics? Where (internal/external) does HR get that data? Who owns that data and how does HR get access to that data? What are common HR metrics related to this topic? What does your spreadsheet look like? What will your sample dashboards look like? What types of actions would you be able to take? Source: Lisbeth Claus and Kendal Callison, Global HR Analytics, in Global HR Practitioners Handbook, Volume 3 , 2014 (Forthcoming)

What type of data would you need in this case? Unit of analysis (employee record) Data employee number age job level (hierarchy) gender job group (function) job classification (exempt, non exempt) salary(rate) location leave status Performance review leave classification (type) duration

Internal Scan: Absenteeism 100 100 90 90 80 80 70 70 60 60 50 50 40 Medical 30 40 Non-medical All leaves 20 30 10 20 0 10 0 100 100 90 90 80 80 70 70 60 60 50 50 A Salem 40 40 B Portland 30 30 20 20 C Enterprise 10 10 0 0

Advantages and Disadvantages of HR Analytics Advantages Recognize skills and vulnerabilities of the workforce Predict and measure turnover Understand and mitigate risk Difficulty in integrating data Disadvantages Human behavior cannot be controlled Access to the right information