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How to Make HR Analytics Work for Your Business

HR Analytics
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HR analytics or people analytics is gathering workforce information and reviewing them to boost staff and organizational results. The two main objectives include:

a. Recognizing problemsHR analytics tools and centralized reporting software can aid you to spot the issues and address them right away along with the issues that will need extra attention.

b. Checking for relevant solutions– When you assess the people data, you must map out the possible solutions to alleviate the issues. Looking for the best way to motivate satisfied and yet under-performing staff to change needs more data collection, including potential steps.

  • Revising staff comments in the satisfaction surveys to know about the issues they are experiencing.
  • Consulting with the employers to check if the workers can bring up certain issues at the time of one-on-one meetings.
  • Re-examination of methods and HR policies, both in terms of business level and departments.
  • External matters like pandemic, natural disasters, and much more. Finding appropriate solution to combat them, for instance, flexible working hours for employees, paid time-off, and more.

Leveraging HR Analytics

Performance Management

There are several major indicators of employee performance like

a. Enhancement and decrease in the team’s profitability
b. Client satisfaction
c. Development programs/activities staff pursues per quarter
d. Self, peer, and employer assessments

Such feedback levels enable business leaders to compare the evaluations and establish an efficient roadmap for enhancement. And the assessments are couple with a robust performance management software, you can get granular insights on time so the managers and employees can work accordingly.


Can you compete for top talent strategically? HR analytics helps you to boost the recruitment process, so you can provide the team more chances of hiring the best talents.

a. Time to recruit- The time when an applicant is sending their application and receiving the offer.
b. Source quality– Percentage of quality recruits made from certain sources like referrals, and more.
c. Offer acceptance percentage– The rate at which any selected candidate accepts job offer.
d. Competitor details– What are the hiring strategies that your competitors are following? What are they offering and what they aren’t?
e. Locations– Check out where the target talent pool is situated.


Here are some HR analytics that needs to be reviewed now in order to keep employees around for longer period.

a. Retention and turnover rate– Check for the number of staff who stay at your business within a time frame, divided by total number of workers.
Plus, the employees who leave your organization within a time period, divided by the total number of staff.
b. Staff satisfaction– Implement NPS in order to determine the areas that require enhancement to bolster staff happiness and encourage them to stay with the business.

Staff satisfaction

How to use the data in order to bolster staff satisfaction? One of the best efficient and common aspects to measure employee satisfaction is by leveraging employee net promoter score. This survey asks the staff how they can recommend their brand as a place to work on the scale of 0 to 10.

So, based on these responses, business professionals can divide staff into three categories.

a. Detractors
b. Neutrals
c. Promoters

This system provides top-level view on your business health. Plus, it can aid your team members examine if any particular department needs some additional attention.


When it is done correctly, the compensation can positively impact the retention and hiring strategies. Your staff understands what they are worth of as they have done the needed research. So, if you fail to pay them properly, they will move out of your business somewhere else.

The analytical approach in order to measure and streamline compensation efforts are:

a. Racial/gender pay audit– This looks into if there are any racial/gender pay gaps in certain job titles, frequencies, promotion rates, bonuses, and so much more. The managers can retrieve insightful data from the industry standards per year to check how it is getting compared.

Task automation

With the massive amount of data available, it is critical to automate and focus on human-centric activities. With modern HR technology, the teams have began streamlining mundane tasks and eradicating the work pressure that was previously performed manually.

For instance, in the reporting procedure, it was previously performed by combining various Excel sheets, text files, and more. But today, the robust and interactive HR reporting has allowed automation via scheduling the time frame that leaders don’t handle with traditional calculations or going through several files. Automation is a massive benefit and HR teams and companies must implement them at the earliest to save productive hours.

HR managers should change their roles into data-driven ones to remain competitive in attracting the best talents and offering extra value to the business. It’s not an easy task, but automated HR management solutions can help.

With consolidating as many data sources you may require, an intuitive interface, which does not need technical knowledge, HR software can help you to become more data-driven and base business decisions on unbiased details and ensuring the data is updated with powerful automation.

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