HR Analytics

Human Resources management including HR Analytics creates more accountability for key assets. Analytics offer us our best chance to measure directly (vs. anecdotally) the impact of our HR work

Why you should care about HR Analytics

• HR spending on technology has risen tremendously and so has the cost of the delivery.
• The average HR organization wastes up to 56% of its budget on reactive initiatives - not directly linked to company priorities.
• Human Resources management including HR Analytics creates more accountability for key assets.
• Analytics offer us our best chance to measure directly (vs. anecdotally) the impact of our HR work.

If your instruments were underperforming, wouldn't you want to know about it?




Ascending the value ladder




Examples of Analytics in Competencies and Performance

Overall competency scores account for 91% variation in quota performance.

Another HR Analytics example

The challenge facing HR is the need to provide tactical and analytic HR information pertaining to the business of HR and, more importantly, the business itself.



Traditional HR data sources and analytical capabilities limit the amount and granularity of information. Though the three employees are similar in some ways, can a closer look bring to the surface the different strategies managers can apply to engage these employees in new ways to bring greater value?

Expanded data sources and advanced analytics can improve management insight into workforce data Predictive models built from many different types of data elements can quantify the likelihood of and predict reasons for future individual employee events.



Organizational Development, Competency Development, HR Transformation, Organization Design, Role Mapping, Critical Workforce Segment Identification etc.