Power of HR Analytics

• Collect and analyse past data on turnover to identify trends and patterns indicating why employees quit.
• Collect data on employee behaviour, such as productivity and engagement, to better understand the status of current employees.
• Correlate both types of data to understand the factors that lead to turnover.
• Help create a predictive model to better track and flag employees who may fall into the identified pattern associated with employees that have quit.
• Develop strategies and make decisions that will improve the work environment and engagement levels.
• Identify patterns of employee engagement, employee satisfaction and performance.
• Enable fast, automated collection of candidate data from multiple sources.
• Gain deep insight into candidates by considering extensive variables, like developmental opportunities and cultural fit.
• Identify candidates with attributes that are comparable to the top-performing employees in the organization.
• Avoid habitual bias and ensure equal opportunity for all candidates; with a data-driven approach to recruiting, the viewpoint and opinion of one person can no longer impact the consideration of applicants.
• Provide metrics on how long it takes to hire for specific roles within the organization, enabling departments to be more prepared and informed when the need to hire arises.
• Provide historical data pertaining to periods of over-hiring and under-hiring, enabling organizations to develop better long-term hiring plan

Ms. Pushpa Thakur

DGM, HR