Pratibha Saini Roll No.

-74

ASSIGNMENT No.1

HR analytics& Its Importance The HR analytics is the same as the business analytics (statistical tool), only used for HR purposes. It enables the HR manger to take correct and timely decision, and predict accurately the trends of future behavior. It helps to answers What-ifs. Whether it is decision about hiring effectiveness, predicting success of employee or deciding which employee to lay-off, HR analytics is been used successfully by many corporate to make data-based and fact-driven decisions. In todays, scenario when we are talking about HR as strategic partner, HR analytics has an extremely important role to play. This tool can place HR at par with marketing and finance by statistically demonstrating the relationship between HR practices and bottom line of business. A comprehensive set of metrics can be developed to answer the effectiveness of HR administrative functions- HR headcount ratios and administrative cost per employee. Furthermore, the primary objective of every business is profit maximization and cost minimization. So as an hr manger, you may constantly be perturbed by series of questions like hiring new person vis--vis overtime, promotion or external hiring, whom to retain and whom to divest from business. HR analytics is a such a powerful tool that if used effectively can answer all of these questions.

Retentions through HR analytics One of the most crucial challenge before any HR manager today is talent management. It is widely know that though there are many educated people today but scarcely employable, possessing the requite skills and competencies. Thus the attrition rate is common demon that troubles all types all industry. To tackle this problem HR need to develop its of set of metrics. HR analytics is not just of trending analysis, that is ,10% of employees leave the company in y years. But it may also answer more specific questions like what will be and what- ifs. Why these 10% of the employee leave the organization and which type of employee tend to leave more. It many classify people into different groups on the basis of their characteristics with respect to attrition, using the data and knowledge residing in our organization.