HR Analytics
Alexandra 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
HR METRICS, SCORECARDS, DASHBOARDS
ORGANIZE
Information
Evidencebased
knowledge
Stakehold
ers and
decisionmakers
Value creation
ROI
Cost-benefit
Efficiency • Effectiveness • Impact
Statistical tools &
techniques
Employee segments
Job groups
Level
Location, etc.
Type of data
Source of data
Data
INTERPRET
ANALYZE
Source: Lisbeth Claus and Kendal Callison, Global HR Analytics, in Global HR Practitioners Handbook, Volume 3 , 2014 (Forthcoming)
HR Analytics – More than HR
Metrics
Metrics
tangible
past data
reporting
controlling
HR ownership
Analytics
intangible
future insights
analyzing
optimizing
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
100
90
80
70
60
50
40
30
20
10
0
100
90
80
70
60
50
40
30
All leaves
20
10
Medical
Non-medical
0
100
90
80
70
60
50
40
30
20
10
0
A
B
C
100
90
80
70
60
50
40
30
20
10
0
Salem
Portland
Enterprise
Advantages and
Disadvantages of HR Analytics
Advantages
Disadvantages
Recognize skills and
vulnerabilities of the
workforce
Predict and measure
turnover
Understand and mitigate risk
Human behavior cannot be
controlled
Access to the right
information
Difficulty in integrating data
Leading Practices
Build a numeracy culture
Use evidence-based knowledge
Ensure integrity of data
Identify relevant data
Sample data