HR Advanced Analytics
How does HR contribute to overall development of the organization?
Are the employees in the organization fully engaged?
Which compensation plan drives higher retention rates?
HR Advanced Analytics – Golden Rules
Strategic Planning & Analytics
HR management understands the language of strategic workforce planning and the vocabularies of business strategies, workflow supply and demand. They are not well-versed with statistics, research or machine learning. It is perfectly fine to discuss business strategies to find out what’s needed for the workforce, to finally end up doing research on HR and business data.
Analytics & Intuition
Being successful is all about decision-making. And the more data analysis’s support our decision-making, the better. Relying on data to make your decisions by itself is not sufficient. The creativity of human gut feeling, instinct and intuition play an important role in pointing to the right direction. Intuition and analytics must work hand-in-hand for effective decision-making.
Ensuring research and analysis have complete business relevance is a challenge one needs to tackle before-hand. It is easy to spend a lot of resources in collecting, managing and cleaning data for analysis that leads to research insights without definitive actions. Translating results into actions is not always easy but we ensure that they potentially have an impact on organization policies.
Legal & Compliance
Collecting huge amounts of data that belongs to individuals and corporations requires a great deal of caution towards their privacy. The anonymity of parties involved, particularly in case of data like health or email is of supreme importance. IT security alone is not enough, we take into account the actual location of stored data, the compliance of third-party softwares and deletion policies after analysis is complete.