HR Analytics Alexandra Dass and Mursal Nassimi Willamette SHRM Student Chapter.

HR AnalyticsAlexandra Dass and Mursal Nassimi

Willamette SHRM Student Chapter

What is HR Analytics?

A form of business intelligence

Correlates business data and people data

Establishes a cause and effect relationship

Why HR Analytics?

Engage in evidence-based decision making

Improve employee performance

Get a better return on investment

Make relevant decisions

HR Analytics

Source: Lisbeth Claus and Kendal Callison, Global HR Analytics, in Global HR Practitioners Handbook, Volume 3 , 2014 (Forthcoming)

ORGANIZE ANALYZE INTERPRET

Efficiency • Effectiveness • Impact

HR METRICS, SCORECARDS, DASHBOARDS

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HR Analytics – More than HR MetricsMetrics Analyticstangible intangiblepast data future insightsreporting analyzingcontrolling optimizingHR ownership management

ownership

Types of Metrics

Efficiency Effectiveness Impact

Source: Boudreau and Ramstad, Beyond HR,2003

Table Discussion

Which types of leaves apply to your organization?

Handout: Types of leaves of absences

Table Discussion

Do you have any idea of what absenteeism looks like in your organization?

The Process What specific (employee) data is needed to turn this

topic into HR analytics? Where (internal/external) does HR get that data? Who ‘owns’ that data and how does HR get access

to that data? What are common HR metrics related to this topic? What does your spreadsheet look like? What will your sample dashboards look like? What types of actions would you be able to take?

Source: Lisbeth Claus and Kendal Callison, Global HR Analytics, in Global HR Practitioners Handbook, Volume 3 , 2014 (Forthcoming)

What type of data would you need in this case? Unit of analysis (employee record)

Data

employee number gender

age job group (function)

job level (hierarchy) job classification (exempt, non exempt)

salary(rate) Performance review

location leave classification (type)

leave status duration

Internal Scan: Absenteeism

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SalemPortlandEnterprise

Advantages and Disadvantages of HR Analytics

Advantages DisadvantagesRecognize skills and vulnerabilities of the workforce

Human behavior cannot be controlled

Predict and measure turnover

Access to the right information

Understand and mitigate risk

Difficulty in integrating data

Leading Practices

Build a numeracy culture

Use evidence-based knowledge

Ensure integrity of data

Identify relevant data

Sample data