The role of "HR analytics" in the management of Human Capital
Focus on retention and engagement
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What if you were able to predict who is going to resign from your organisation and why, weeks or months before they tendered their resignation? This issue is often addressed once people are gone, rather than before it occurs. Yet, by predicting which of its people are likely to leave, organisations can focus on how to retain them. Consequently, there is now a need for more specific, relevant and real-time data in order to make better decisions based on actionable insights. This is the purpose of HR Analytics which is meant to provide answers to strategic business issues. This research paper is...
What if you were able to predict who is going to resign from your organisation and why, weeks or months before they tendered their resignation? This issue is often addressed once people are gone, rather than before it occurs. Yet, by predicting which of its people are likely to leave, organisations can focus on how to retain them. Consequently, there is now a need for more specific, relevant and real-time data in order to make better decisions based on actionable insights. This is the purpose of HR Analytics which is meant to provide answers to strategic business issues. This research paper is focussed on two challenges often tackled by new people analytics teams: attrition and engagement. Starting the analytics journey by dealing with those issues is not a surprise because i) attrition and employee engagement are both challenges faced by the majority of organisations, and ii) the cost of attrition can be extremely high.
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