The increasing use of technology in organizations has led to generation of a huge amount of data about people, processes, business and context. But, while it is widely recognized that people-related decisions are crucial in shaping the organization\u2019s performance, this huge amount of data does not always translate into aligning organization strategy with the organization\u2019s HR policies and practices.<\/p>\n
In an ideal scenario, insights from data should help analyze the effectiveness of policies and impact of processes on the organization. This should then form the basis of reviewing existing policies and processes, and formulating new ones. And a comprehensive program in HR Analytics would equip HR professionals to gain the skills to achieve this.<\/p>\n
The application of HR analytics extends much beyond dashboards and application of statistical tools. For example, descriptive analytics<\/strong> can be used for analyzing the attrition data to derive insights about retention strategies. Similarly, predictive analytics<\/strong> can be used for analyzing performance data to predict the future performance of a newcomer.<\/p>\n