Leading companies understand the importance of utilizing people data from across the organization to attract the right talent, maintain proper staffing levels, maximize training and growth, and retain employees who contribute to organizational success.
At our company, we provide HR Analytics (also known as People Analytics) solutions that empower HR departments with complete visibility into the employee lifecycle, from recruitment to separation, to develop a strong workforce that supports the business and prioritizes employee well-being.
Data and Analytics Services for Human Resource Departments
We specialize in designing and building solutions that combine data from Human Resources Information Systems (HRIS), applicant tracking systems, learning platforms, payroll systems, and surveys to execute and measure vital HR initiatives, and to integrate data from the rest of the organization.
Workforce Planning
Utilize data from across the organization to determine appropriate staffing levels and predict workforce capabilities needed for the future. Ensure that hiring efforts align with organizational growth objectives.
Recruiting
Analyze recruiting channels to determine where the best quality candidates are coming from and understand where in the recruitment pipeline candidates are dropping out, resulting in lower costs and improved quality.
Performance Management
Analyze employee performance data, including performance reviews, goal tracking, 360 reviews, employee surveys, promotion rates, and more, to better understand all the performance factors that affect business productivity and employee attrition.
Learning and Development
Evaluate the effectiveness of training and development offerings by analyzing HR data in conjunction with other business areas. Track skills across the organization, identify areas for improvement, and understand ROI to justify training programs. Use various employee attributes to determine the most appropriate training for the individual.
Diversity, Equity and Inclusion
Identify areas for improvement across the entire employee lifecycle, monitor improvements over time, and share the data outside of HR to keep the whole company accountable for reaching diversity goals.
Compensation and Benefits
Analyze compensation, performance, and employee attributes to investigate pay equity, reward high performers, attract top talent, and make appropriate salary offers for new hires. Understand how the total cost of benefits affects the company’s bottom line.
here are some examples of how Business Intelligence (BI) can be used for HR:
Workforce planning
BI can help HR departments analyze and forecast workforce needs by combining data from various sources, such as HR Information Systems (HRIS), applicant tracking systems, and learning platforms.
Recruiting
BI can help HR departments analyze recruiting channels to identify the best quality candidates and understand where candidates are dropping out in the recruitment process. This can help organizations optimize their recruiting efforts and reduce their cost to hire.
Performance management
BI can help HR departments collect and analyze employee performance data, such as performance reviews, goal tracking, 360 reviews, and employee surveys, to understand the performance factors that impact business productivity and employee attrition.
Learning and development
BI can help HR departments analyze the effectiveness of training and development offerings by combining HR data with data from other business areas. This can help organizations identify areas for improvement and understand the ROI of their training programs.
Diversity, equity, and inclusion
BI can help HR departments identify areas for improvement across the entire employee lifecycle and monitor improvements over time. Sharing this data outside of HR can help hold the whole company accountable for reaching diversity goals.
Compensation and benefits
BI can help HR departments analyze compensation, performance, and employee attributes to investigate pay equity, reward high performers, attract top talent, and make appropriate salary offers for new hires. It can also help organizations understand how the total cost of benefits affects the company’s bottom line.