HR Analytics is currently one of the hottest trends in the HR field, according to several surveys. While many other functions and areas have worked long and in-depth with Business Intelligence and Analytics, we often see that the HR sphere is rather under-exploited in this regard. We feel that HR Analytics can also help HR professionals gain a stronger position and make their voices heard in the executive management. How? In this post we describe the basis of HR Analytics.
This post is primarily for those people who want an introduction to the concept of HR Analytics along with examples of application areas. It will describe how to get started when working with HR Analytics. Related terms include HR Metrics, People Analytics, Workforce Analytics, Talent Analytics, Payroll Analytics, and Compensation and Benefits Analytics.
The aim of working with HR Analytics is to give the organisation the ability to analyse HR data together with other operational data or external data in order to understand a wider context, identify trends, find discrepancies and create a uniform picture of the operation, and even predict events. This analysis should be easy to perform at group level, company level, department level and so on. Common analyses that companies use today are head count (FTE), worked hours/days, sickness absence statistics, and staff turnover. These KPIs (Key Performance Indicators) may be somewhat difficult to capture in an organisation or corporate group. The analyses can be seen as HR Analytics 1.0 or HR Metrics.
This data is usually obtained via reports and KPIs from the payroll and HR system or via manual Excel operations. This process is usually entirely governed by the system supplier’s reports as regards content, selection, periods and so on. The report contents always reflect what has happened, but seldom support an analysis or prediction of data. Manual analyses tend to require a relatively large amount of work, yet only produce a momentary image that is only relevant for that particular week, month, department and so on.
MANY HR ORGANISATIONS WOULD BENEFIT FROM ANALYSES IN ADDITIONAL AREAS. WHAT IS TO BE MEASURED AND ANALYSED DEPENDS LARGELY ON THE TYPE OF OPERATION, BUT HERE ARE SOME EXAMPLES:
Workforce Analytics for analysis of areas such as personnel costs, productivity, personnel needs in the short and long terms, staffing and recruitment needs.
People Analytics to measure and predict the effects of HR programmes and initiatives such as training, health and wellness, talent and career strategies, organisational change, global events, or financial results. By correlating these with factors such as stress level, performance index, motivation index, staff turnover and so on, you quickly get a better decision-making basis (analyses in this area can also be termed Talent Analytics).
Payroll Analytics – analysis of payroll-related data to predict and proactively solve challenges in the areas of payroll and benefits, but also create KPIs for efficiency and quality in the payroll area so as to measure process efficiency.
Compensation and Benefits Analytics – analysis of competitiveness and the cost of the company’s total offer (for instance salaries, benefits, bonuses and pensions), payroll monitoring based for instance on competence, experience, age, gender, wage drift, pension costs and prediction of payroll costs in the long and short terms.
It is doubtless possible to find other HR Analytics concepts but what is clear is that the application area for BI (Business Intelligence) solutions and Data Science in this area is very comprehensive. Interest from HR has increased a lot. Another contributory factory to the increased demand is the company’s introduction/assurance of GDPR – so that output data, reports or Excel documents with sensitive personal information are not spread within the organisation.
HOW DO WE GET STARTED?
Step 1 is to create a picture of what you want to analyse or what you think may need to be analysed to supply the operation with new insights. It is by no means certain that it will be possible to see all correlations in this first phase; here at Advectas we can assist you since we have already run similar projects.
Step 2 is to choose a BI tool. Many companies today have a BI solution for budget planning, analysis of business system data and/or prediction of stock and order status, for instance, and have worked with this for many years. In many cases, payroll and HR data are included in the analysis but are not run by HR. If your company already works with a BI tool, the path to HR Analytics can be simple. If not, Advectas can easily help you to choose the right tool.
Step 3 is to create a data warehouse or complement an existing data warehouse, in order to get more out of the company’s HR Analytics work. A first step is to gather and structure HR data so that you once and for all ensure that when new data arrives, your KPIs, reports and analyses are updated. This takes place by simply collecting data from different sources, for instance in Payroll, HR, Time & Travel Reporting, Staffing, and Benefits portals or other forms of survey tools and systems that the company uses for what is known as a Data Warehouse. This data in the data warehouse not only provides an instant snapshot of the current status, it is also structured so you can break it down, look for links, and conduct analyses in every imaginable way without first having to gather the data. It has been proven that companies today spend many work days per month gathering data, but when a data warehouse is installed this process becomes far more streamlined and efficient. If an existing data warehouse is supplemented, it is easy to combine HR data with other data already in the data warehouse, such as production volumes or financial figures, or to input this kind of data.
Step 4 is about visualisation of data and about making it more accessible. When the data warehouse is installed, it is time to start analysing. The analyses and KPIs that the company wants to monitor on a daily basis are usually presented on a dashboard. A dashboard is a visual and user-friendly display featuring the KPIs that are important to the particular person reading the information. See a sample HR Analytics Dashboard.
If you are interested in finding out more about HR Analytics, book a free workshop and we will help you find out how to get started and what you stand to gain in the short and long terms. For more information contact email@example.com, phone no. +46 (0)70 864 19 17.
Advectas is the Nordic region’s foremost total supplier in the field of Business Intelligence & Data Science. We create solutions and build systems that help decision-makers at all levels make better decisions based on data-driven insights.