An HR is like that acquaintance of yours that you’ll never see nor need, once you’ve been hired. HR is a people-oriented function and much more than simply extending offer letters and onboarding new hires. HR departments are generating more data than ever before. Hence comes the need to read through the data and derive insights to support decision-making within the company. That’s when HR Analytics comes into play and transforms the way how HR and an organization operates.
What is HR Analytics?
HR analytics is all about collecting, organizing, and analyzing the data related to the recruitment cycle, employee performance, people engagement, and employee retention. This data is further analyzed to unlock the answers to critical metrics like employee turnover, training efficiency, Human capital risk, etc.
This makes it possible to track the results over different periods of time, showcasing change, forecasting trends, and assisting in the decision-making process for organizations. HR Analytics involves statistics, organizing and analyzing of the workforce-related data and factors that affect the organization’s results.
With the use of numerous processes, HR Softwares, and technologies, the HR departments are creating a lot of data nowadays. Therefore, the main objective of HR analytics is to gather only that data which is useful to the organization and that can create a better insight.
HR Analytics is often used interchangeably with terms like:
- Workforce analytics
- People analytics
- Talent analytics
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How to get started with HR Analytics
- Streamline the employee data
- Build an HR dashboard
- Develop analytical abilities in HR
- Identifying your organization’s problem
- Monitor continuously for improvement
Benefits of HR Analytics
HR analytics will move from an operational accomplice to an increasingly crucial focal point of magnificence. Organizations are presently acknowledging achievements, which is based on individuals and HR investigation. This can light the route from an immaterial hypothesis based choices to genuine ROI. Further,
It helps in making better decisions while formulating specific policies in an organization for the welfare of the employees.
HR analytics in recruitment ensures a better quality of hire. One of the significant benefits of HR analytics is Employee Retention. It can help predict the hiring needs of an organization.
It proves that the HR department of an organization is taking excellent and valuable training sessions.
- Flooding Data
- Quality of Data
- Lack of skills and training
HR Analytics Courses one needs to do
The HR Analytics course is specifically designed only for those with little-to-no work experience in processing and analyzing data. Whether an applicant is an experienced professional or a fresher who is struggling to find out the answers to the most basic questions such as “What is the role of HR Analytics?”, opting for HR analytics courses and training programs can provide a significant boost to your professional growth and career.
Here is the list of top online courses that one can plan to take up:
Course: HR Analyst – HR Analytics Academy
Learning Duration: 18 hours to complete
Course: The Analytics Edge – MIT
Learning Duration: 13 weeks
Course: People Analytics – University of Pennsylvania
Learning Duration: 11 hours to complete
Course: HR Analytics for Business Decisions – Cornell University
Learning Duration: 2 months
Skills Required for an HR Analyst
Employers looking to hire an HR Analyst will generally give more consideration to the technical expertise rather than generalist experience. To become successful in this particular role, one should be comfortable with the HR systems as well as managing the considerable value of data. Apart from this, employers look at strong communication skills and the ability to make critical decisions.
One should have strong technical skills that match the capabilities. To employers having a degree with HR is essential, but a degree in CIPD (The Chartered Institute of Personnel Development) is highly preferred.
- Data and MI Management
Strong operational abilities with MI applications are a must. Database experience can include Excel etc. SQL experience is also particularly required where a high volume of data manipulation and analysis is involved.
- Analytically strong
One should have a natural flow in manipulating and translating a vast volume of data into insights for the organization.
- Attention to details
As an Analyst, it’s essential to assess high-level issues but also not forget to notice the smaller faults as these minor issues can potentially make a significant impact on the organizations.
Salaries of an HR Analyst
The Salary of an HR Analyst varies on an applicant’s background and the organization’s requirement, but having experience in data science will generally yield a higher starting salary because of the shortage in data science skills. Data scientists typically don’t need an HR background to make a massive impact on the HR department.
According to Payscale.com, the salary of an analyst working in India ranges from INR 4.5 to 8.5 LPA, depending on experience, with an average of INR 6 LPA.
People who are pursuing human resources or look forward to a career in that field should note that human resources analytics plays an important role in facilitating the seamless HR processes. By leveraging the power of analytics one can become a strategic business partner and contribute to the growth of the business.