How to apply analytics in human resources
Posted: Tue Jan 21, 2025 9:51 am
After understanding what People Analytics is and its potential, it is necessary to understand how to apply and implement it and see how to monitor it for process improvement and optimization.
These are some of the tasks necessary to successfully apply People Analytics in a Human Resources ( HR ) department and which can be learned in a Master's Degree in Human Resources :
Collect and analyze employee data periodically to identify emerging trends or issues. This data can be used to make informed decisions about human resource management.
Improve data quality , for example by monitoring errors or discrepancies and correcting them quickly. This allows for more accurate and useful information to be obtained for the organization.
Data privacy : Respecting employee privacy and complying with GDPR regulations. This includes limiting access to data only to those who need it to do their jobs and protecting it from data leaks.
Train employees and managers on how to use People Analytics and the insights they can gain from the data. This will help them understand how they can use this information to make strategic decisions.
Monitor results to ensure they are in line with objectives. This way, any iran whatsapp data changes or improvements can be made to maximize the effectiveness of using analytics in HR.
Integrating a data model in HR
There are numerous case studies that demonstrate the effectiveness of integrating a data model into HR . For example, the information technology company Cisco has used predictive analytics to predict absenteeism rates, identify factors that contribute to employee dissatisfaction, and develop programs to improve the situation. Thanks to data analytics, Cisco was able to increase the retention rate by 3% and save $300 million in training costs.
Google has also implemented a People Analytics system called Project Oxygen. The project analyzed data related to employee performance, identifying the behaviors and skills most important to the company. These skills were then used to create a successful leadership model , which allowed internal talent to be identified and developed.
Hilton, for its part, uses a people analytics system called OnQ, which analyzes employee data to identify workforce management issues and opportunities . For example, OnQ helped identify employees at high risk of turnover and allowed the company to intervene before they quit.
Finally, Procter & Gamble has implemented a People Analytics system called TalentWorks, which analyzes employee data to identify the traits that characterize the most successful. This data is then used to develop predictive models for staff selection and identify areas where employees may need support to improve their performance.
These are some of the tasks necessary to successfully apply People Analytics in a Human Resources ( HR ) department and which can be learned in a Master's Degree in Human Resources :
Collect and analyze employee data periodically to identify emerging trends or issues. This data can be used to make informed decisions about human resource management.
Improve data quality , for example by monitoring errors or discrepancies and correcting them quickly. This allows for more accurate and useful information to be obtained for the organization.
Data privacy : Respecting employee privacy and complying with GDPR regulations. This includes limiting access to data only to those who need it to do their jobs and protecting it from data leaks.
Train employees and managers on how to use People Analytics and the insights they can gain from the data. This will help them understand how they can use this information to make strategic decisions.
Monitor results to ensure they are in line with objectives. This way, any iran whatsapp data changes or improvements can be made to maximize the effectiveness of using analytics in HR.
Integrating a data model in HR
There are numerous case studies that demonstrate the effectiveness of integrating a data model into HR . For example, the information technology company Cisco has used predictive analytics to predict absenteeism rates, identify factors that contribute to employee dissatisfaction, and develop programs to improve the situation. Thanks to data analytics, Cisco was able to increase the retention rate by 3% and save $300 million in training costs.
Google has also implemented a People Analytics system called Project Oxygen. The project analyzed data related to employee performance, identifying the behaviors and skills most important to the company. These skills were then used to create a successful leadership model , which allowed internal talent to be identified and developed.
Hilton, for its part, uses a people analytics system called OnQ, which analyzes employee data to identify workforce management issues and opportunities . For example, OnQ helped identify employees at high risk of turnover and allowed the company to intervene before they quit.
Finally, Procter & Gamble has implemented a People Analytics system called TalentWorks, which analyzes employee data to identify the traits that characterize the most successful. This data is then used to develop predictive models for staff selection and identify areas where employees may need support to improve their performance.