1.
HR analytics is generally defined as “a method of logical analysis that
uses objective business data as a basis for reasoning, discussion, or
calculation in order to predict and direct business outcomes” (Fitz-enz,
2009).
HR analytics is an evidence-based approach for making better decisions on
the people side of the business; it consists of an array of tools and
technologies, ranging from simple reporting of HR metrics all the way up to
predictive modeling.(Bassi, 2011)
Definition of HR Analytics
1

2.
TIMELINES CONCEPTS
1960’s Evolvement of HR accounting
concept
1978 Dr. Fitz-enz said that HR activities
and their impact can be measured
During1990s and 2000s Evolvement of HR scorecards and
HR metrics
2002 MoneyBall
2006 Moneyball approach to Talent
management
2009 Google Start Project oxygen to find
out attributes of good manager.
Evolution of HR Analytics
2

3.
Objective 1: Descriptive study

4.
● TotalHR analytics _usage= Mean(Workforce
planning, Recruitment, Performance appraisal,
performance evaluation, training and development,
Training need identification, Succession Planning,
Retention, Attrition, Employee separation, Employee
safety, employee risk and fraud detection,
Compensation and benefit, diversity , Absenteeism,
Productivity analysis,Total cost)

5.
Computed variable: HR Analytics usage

6.
HR Analytics usage by Location
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
delhi ncr mumbai chennai banglore kolkata others
Mean
HRAnalytics.usage
location

7.
HR Analytics usage by Sector
3.00
3.10
3.20
3.30
3.40
3.50
3.60
3.70
manufact finance IT and ITES retail others
Mean
HRAnalytics.usage
Sector

8.
HR Analytics usage by Organization Age
2.90
3.00
3.10
3.20
3.30
3.40
3.50
3.60
3.70
3.80
less than 5 years 6-10 years 10-20 years 20-30 years more than 30
years
Mean
HRAnalytics.usage
OrganizationAge

9.
HR Analytics usage by Total Experience
2.90
3.00
3.10
3.20
3.30
3.40
3.50
3.60
3.70
3.80
less than 3 years 3-6 years 6-10 years 10- 15 years more than 15
years
Mean
HRAnalytics.usage
Total Experience

10.
HR Analytics usage by Designation
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
hr analyst hr manager hr business
partner
CHRO/CPOHR VP/ HR director
Mean
HRAnalytics.usage
designation

11.
HR Analytics usage by Turnover
2.70
2.80
2.90
3.00
3.10
3.20
3.30
3.40
3.50
3.60
3.70
3.80
less than 5 cr 5cr- 50 cr 50 cr-200 cr 200 cr- 1000 cr more than 1000
cr
Mean
HRAnalytics.usage
Turnover

12.
HR Analytics usage by Employee count
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
less than 1k 1k-10k 10k-100k more than 10k
Mean
HRAnalytics.usage
EmpCount

13.
Relationship Map- Sector v/s Workforce
Planning

14.
Relationship Map- Sector v/s Training and
Development

15.
Relationship Map- organization Age v/s
recruitment

16.
Conclusion:
1.By location, Use of HR analytics is fairly distributed among metro cities like
Bengaluru, Delhi NCR, Mumbai and Chennai, where Bengaluru tops.
Significant number of companies from tier 2 cities are also using HR Analytics.
2.Mature Organizations (age 20 to 30 or more) are advanced in using HR
Analytics
3. Experienced employees are more prone to use HR analytics then fresher or
less experienced.
4. CHRO/CHRO and VP/HR Directors are more into HR Analytics usage.
5.Companies with higher turnover are more frequent to use HR analytics
however some small companies are also experimenting with HR analytics.
6. It can’t be said only companies having higher number of employees using
HR analytics. Even companies with less number of employees are now using
HR Analytics significantly to explore hidden cause of low employee
performance.

17.
THANK
YOU
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