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HR Analytics

definition and explanation

Synonyms:

people analytics, workforce analytics, talent analytics

What is

HR Analytics

HR analytics is a data-driven approach to managing people and improving organizational performance. It uses data and analytics to identify and predict workforce trends, and to help organizations make better decisions about talent management and organizational design.

HR Analytics

explained

Human Resources (HR) analytics is the process of using data and analytics to help make better decisions about people-related issues in an organization. It encompasses a wide range of activities, from identifying which employees are most likely to leave the company to understanding the financial impact of different HR policies.

HR analytics is a relatively new field, and as such, there is still much debate about what exactly it entails. Some people argue that HR analytics is simply the application of data and analytics to HR-related issues, while others believe that it goes beyond that to include the use of data and analytics to help make better decisions about people-related issues in an organization.

Regardless of how it is defined, there is no doubt that HR analytics is becoming increasingly important in the business world. Organizations are starting to realize that data and analytics can be used to improve a wide range of HR-related decisions, from hiring and retention to employee engagement and development.

One of the most important aspects of HR analytics is its ability to help organizations identify trends and patterns in employee data. By analyzing data on things like job satisfaction, tenure, and turnover, HR professionals can identify issues that may be affecting employee morale or performance. Additionally, HR analytics can be used to predict future trends and patterns, which can help organizations make proactive decisions about how to best manage their workforce.

Another key benefit of HR analytics is its ability to help organizations make better financial decisions about HR-related issues. By analyzing data on the cost of different HR policies and programs, organizations can make more informed decisions about where to allocate their HR budget. Additionally, HR analytics can help organizations quantify the financial impact of different HR decisions, which can be helpful in making business case for proposed changes.

Finally, HR analytics can also help organizations improve their overall decision-making process. By using data and analytics to identify trends and patterns, organizations can make more informed and evidence-based decisions about HR-related issues. Additionally, HR analytics can help organizations develop and test different hypotheses about what might work best in their specific situation, which can lead to more effective and efficient decision-making.

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