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HR Analytics
Critical HRM
By Neha Mattu
Introduction
"HR Analytics is the only future for Human Resource Managers. No HR analytics means no human resource managers"
What is it?
“HR analytics as creating value when providing analytical outputs that are relevant to decision makers’ immediate business issue” (Ellmer & Reichel, 2021).
“HR analytics is the use of people data and analytics tools to understand work and the workforce…to measure and report on key aspects of HR activity, including performance management, engagement and remuneration” (CIPD, 2017)
“In its simplest definition, HR analytics is the data related to people…aiming to add strategic value to the organisation” (Jackson et al., 2014)
Diversity Metrics
Performance Metrics
Revenue Metrics
Productivty Oriented
Metrics
Turnover Costs
What does it measure?
Sickness Absence
Engagement Metrics
Tabent/Potential Metrics
Uncover skills gap
Gain competitive advantage
Task Automation
Improving employee experience
Benefits
Developing talent
Intergrating HR analytics with the entire organisation
Easily accessible information for management
Hackman & Oldham
Hackman & Oldham Job Charateristic Model
Manager Benefits
Manager Benefits
2
Employee Advancement/Progression
1
Understand employee issues
3
Aid Advacnement decsions
Aberdeen Research
“The use of HR analytics helped companies to achieve higher results in the range of 8%-15% for customer satisfaction, customer retention and revenue per employee” (Lombardi & Laurano, cited by Soundararajan & Singh, p.17 2012)
Hard to measure
Access to right information
Cost
Drawbacks
Employee concerns
Difficulty integrating data
“The most frequently cited reason that HR analytics is not more widely adopted is the shortage of analytically skilled HR professionals”
(Marler & Boudreau, p.18, 2017)