HR Analytics & Reporting

Trendwise Analytics

Trendwise Analytics

Contents
About Trendwise analytics
Background and objectives
Need of HR analytics & reporting

Trendwise Analytics HR analytics capabilities

HR Reporting & Analytics Level-1
Dashboards & Descriptive analysis
How to use Level -1 analysis for making business decisions
HR Reporting & Analytics Level-2
Derived Metrics & Ratios
How to use Level -2 analysis for making business decisions
HR Reporting & Analytics Level-3
Attrition forecasting
Attrition segmentation & Hotspot identification
Top performer segmentation
Compensation analysis & Fair compensation tool
Voice of employee analysis & drivers of employee satisfaction
Trendwise Analytics

About Trendwise analytics

Overview
Trendwise is formed by a group of technocrats whose experiences from the industry forms
a strong foundation of the company. The founder members of Trendwise had been a part
of early CRM evolution and hence establishes an authority over CRM analytics. Our focus
would be set on the newer aspects of analytics which is yet to come of age. While Hadoop,
Cloud Computing, BigData analytics for the technological basis for us, our domain focus is
on predictive aspect of analytics which would create insights for our customers like never
before.

Vision
To be one of the most valuable companies in the area of advanced analytics with a strong
global presence with a wide client base for our products and solutions.

Mission
To develop analytics tools and solutions for handling big, unstructured data for creating
business insights. The offerings would be targeted to specific business areas and industry
streams. Also to provide support and services to our customers on our products and
solutions.
Trendwise Analytics

Services and Technology

Services

CRM Analytics
HR Analytics
Big Data Analysis (leveraging Hadoop)
Social Media Analytics
Verbatim Analysis/Text analyzer
Advanced Analytics and Predictive modeling
Mobility and Mobile Analytics

Technology and Tools

SAS
R
Tableau
Jasper soft
Mysql PHP
Hadoop

Trendwise Analytics

Background and objectives

Need of HR analytics & reporting
Many organizations have high quality HR data (residing with a multitude of systems, such as the
HRMS, performance management, learning, compensation, survey, etc.) but still struggle to use it
effectively to predict workforce trends, minimize risks and maximize returns.
The costs of attrition, poor hiring, sub-optimal compensation, keeping below par employees, bad training &
learning strategies are just too high
Data-driven insights to make decisions are always better than judgmental (subjective) HR practices
in terms of
how to recruit
whom to hire
how to onboard and train employees
how they keep employees informed and engaged through their tenure with the organization
Hence regular tracking and prediction of crucial HR metrics is indispensable

Objectives

Predict attrition especially amongst high performers.

Forecast the right fitment for aspiring employee
Predict how compensation values will pan out.
Establish linkages between Employee engagement score and C-Sat scores(Work in progress)

Trendwise Analytics

Trendwise Analytics HR analytics capabilities

Three levels of HR analytics and reporting

Level-1
Descriptive
analysis

Reporting of basic metrics, their frequencies & percentages by various

cuts followed by key highlights. These can be monthly, quarterly, half
yearly tracking reports
Tool: SAS/REPORT
Techniques: frequencies , means, percentages etc.,

Level-2
Operational
metrics

Derivation of some HR operational metrics which will help us in

tracking the efficiency of HR functions
Tool: SAS
Techniques: means, variance, control limits, ratios, percentages etc.,

Level-3
Predictive
analysis
Trendwise Analytics

Predictive analysis based on historical HR data. Attrition forecasting,

performance management, compensation analysis, survey analytics,
new hire strategies etc.,
Tool: SAS BASE, SAS E-miner, Excel
Techniques: Regression analysis, Time series analysis, cluster analysis,
CHAID etc.,

HR Reporting and Analytics: Level-1

HR
HR Dashboards
Dashboards &
& Descriptive
Descriptive analysis
analysis
Basic
Basic frequencies
frequencies &
& percentages
percentages of
of some
some HR
HR related
related

variables
variables
Head
Head count
count and
and Attrition
Attrition numbers
numbers by
by Region
Region ,Country,
,Country, Business,
Business, Process,
Process, Service
Service

centers, Grade
Grade of
of service
service ,Age
,Age ,Gender
,Gender ,, Ethnicity,
Ethnicity, Tenure
Tenure and
and Special
Special segment
segment (e.g.
(e.g.
centers,
Ratings/Talents)
Ratings/Talents)
Training
Training and
and learning
learning dashboards,
dashboards, Program
Program Enrollment
Enrollment // Registration
Registration &
& Completion
Completion

Performance
Performance tracking
tracking reports
reports ,, Absences
Absences ,Event
,Event Grievances
Grievances // Disciplinary
Disciplinary Actions
Actions

Employee Appraisal
Appraisal // Review
Review // Accomplishments
Accomplishments
Employee
Requisition
Requisition tracking,
tracking, Vacancy
Vacancy // skills
skills matching
matching // competencies
competencies

Payroll
Payroll related
related reports,
reports, Injury
Injury illness,
illness, Time
Time and
and labor
labor

All the above reports will generated using SAS procedures like PROC FREQ, UNIVARAITE, MEANS
etc.,. Automation of all these reports using SAS/REPORT to generate monthly dashboards in
desired format
Trendwise Analytics

How to use Level-1 analysis?

Retirement
Shifting location
Company HR policies

Reports

Unsatisfactory performance
Higher Education
Better Compensation
Inv oluntary Turnov er

Insights

Voluntary Turnov er

Involuntary Turnov er

Voluntary Turnover

Turnover rates are above acceptable levels in last two quarters

Compensation and location shift are two main reasons

Revise compensation strategies, time to concentrate on incentives and

Action points
Trendwise Analytics

employee retention strategies

HR Reporting and Analytics: Level-2

HR metrics
metrics and
and ratiosHR
ratiosHR operational
operational metrics
metrics will
will help
help us
us tracking
tracking the
the efficiency
efficiency of
of various
various functions
functions in
in
HR
HR department.
department. We
We can
can define
define control
control limits
limits to
to each
each of
of these
these metrics
metrics and
and track
track them
them on
on regular
regular basis
basis
HR
Turnover
Turnover ratio
ratio

(Number of
of attritions
attritions in
in aa year)/
year)/ (Average
(Average head
head count
count in
in aa year)
year)
(Number

Joiners
rate(Accession
ratio)
Joiners rate(Accession ratio)
(Number of
of joiners
joiners in
in aa year)/
year)/ (Average
(Average head
head count
count in
in aa year)
year)
(Number

Stability index
index
Stability
(Number of
of FTE
FTE with
with >3
>3 years
years tenure
tenure in
in current
current organization)/
organization)/ (Current
(Current head
head count)
count)
(Number
Low
Low performer
performer management
management

Denominator
Employees with
with low
low performance
performance rating
rating in
in last
last year
year
Denominator :: Employees
Numerator: Distribution
Distribution of
of above
above employees
employees across
across
Numerator:
Improved performance
performance rating
rating in
in current
current year
year
Improved
Same
performance
rating
in
current
year
Same performance rating in current year
Leavers in
in current
current year
year
Leavers

Promotion
ratio
Promotion ratio
(Number of
of promotions
promotions in
in aa period
period of
of time)/
time)/ (Average
(Average head
head count
count over
over same
same period)
period)
(Number

How to use Level-2 analysis?

Metric
Joiners Rate: The ratio of new
and replacement hires as the
percentage of total employment
Trendwise Analytics

Insights

Action points

A high number indicates hidden

costs and delays, which damage
productivity

Focus on new hire and employee

retention strategies

HR Reporting and Analytics: Level-3

Availability historical HR data gives us lot of scope to analyze past patterns and predict future
behaviors
Attrition forecasting : Given historical attrition trends, we can estimate future attrition
percentages up to a certain confidence level
Attrition Segmentation : Segmentation will be done based on employee profiles &
attrition rates. Most impacting employee characteristics on attrition will be identified
Top performer segmentation: Segmentation of employees based on their profile data and
performance indices. This will help us to identify top performing employees and their
characteristics
Compensation Analysis and compensation tool: A tool that predicts optimal
compensation for a given employee based on his capabilities, company policies, market
conditions.
New hire strategies: New hire strategies will be build by performing attrition segmentation
in combination with top performer analysis

Voice of employee analysis & drivers of employee satisfaction

Trendwise Analytics

HR Reporting and Analytics: Level-3

Attrition forecasting
Predicting/forecasting near future attrition numbers by identifying patterns in historical
attrition data

Attrition%
6.0%

4.0%

4.5%

4.3%

4.1%

4.3%

4.4%

4.6%

4.8%

4.9%

5.1%

3.5%
2.5%
2.0%

0.0%
4017 9 40269 40360 40452 40544 40634 407 25 40817 40909 41000 41091

Trendwise Analytics

illustration

HR Reporting and Analytics: Level-3

Attrition segmentation
Identifying segments with high/low attrition rates and employee characteristics in each
segment

Tenure
Tenure with
with the
the
company
company <1.5
<1.5
years(30%)
years(30%)
Age
Age
<28(Attrition20%)
<28(Attrition20%)

Other
Other than
than tiertier1(28%)
1(28%)

illustration

Tenure
Tenure with
with
company >3
company
>3
years(10%)
years(10%)

Over
Over all
all Head
Head
count
count (Attrition
(Attrition
15%)
15%)

Age
Age
>28(Attrition9%)
>28(Attrition9%)

Trendwise Analytics

Tenure
Tenure with
with
company
company 1.5-3
1.5-3
years(20%)
years(20%)

Tier-1
FTE Segment with
Tier-1
University/college( highest Attrition %
University/college(
35%)
35%)

Tenure
Tenure with
with
company <
company
<3
3
years(14%)
years(14%)
Tenure
Tenure with
with
company >3
company
>3
years(6%)
years(6%)

Tier-1
Tier-1
University/College(
University/College(
10%)
10%)
Other
Other than
than tier-1
tier-1
college(5%)
college(5%)

FTE Segment with least

Attrition %

HR Reporting and Analytics: Level-3

Top performer segmentation
Identifying High /Low performing employee segments and their characteristics (subjected
to availability of necessary performance measures)

Tenure
Tenure with
with the
the
company
company >3
>3
years(40%)
years(40%)
Age
Age <28(30%
<28(30% high
high
performers)
performers)

Other
Other than
than tiertier1(25%)
1(25%)

illustration

Tenure
Tenure with
with
company <
company
< 1.5
1.5
years(20%)
years(20%)

Over
Over all
all FTE
FTE
population
population (20%
(20%
high
high performers)
performers)

Age
Age >28(18%
>28(18% high
high
performers)
performers)

Trendwise Analytics

Tenure
Tenure with
with
company
company 1.5-3
1.5-3
years(30%)
years(30%)

Tier-1
Tier-1
FTE Segment with High
University/college( % of top performers
University/college(
55%)
55%)

Tenure
Tenure with
with
company >
company
>3
3
years(22%)
years(22%)
Tenure
Tenure with
with
company <
company
<3
3
years(14%)
years(14%)

Tier-1
Tier-1
University/College(
University/College(
18%)
18%)
Other
Other than
than tier-1
tier-1
college(10%)
college(10%)

FTE Segment with least

% top performers

HR Reporting and Analytics: Level-3

Fair compensation tool
Approach
List main drivers of compensation, find the impact of each of these
on compensation using historical data, use these models and build a
tool that predicts compensation
Project
Stage

Description

Stage-1

Divide overall compensation into four major

components; Company, Employee, Market and general
followed by identification of top drivers in each quadrant

Stage-2

Study historical data to find the relation between

compensation and attributes in each quadrant , using SAS

Stage-3

Use predictive analysis in SAS(multiple linear regression)

to quantify the relation between compensation and
attributes

Stage-4

Using above models, build a fair compensation

prediction tool that covers all the relevant attributes from
each quadrant

Trendwise Analytics

HR Reporting and Analytics: Level-3

Fair compensation tool & algorithm
gap between
Maximum and
minimum salary
Divided into four quadrants
based on weights

Company 30%

Identifying top attributes in

each quadrants
Assign
weights to
each of these
components
based on
statistical
analysis of
historical data

Budget
Urgency
Impact

Employee 35%
Market 25%
Others 10%

Company component in
final compensation
Final Compensation
Trendwise Analytics

Do the same excessive for four

quadrants

HR Reporting and Analytics: Level-3

Voice of employee survey analysis & drivers of satisfaction
Reporting: Descriptive statistics like overall satisfaction, satisfaction by various cuts(regions,
processes etc.,)
Driver Analysis (part-1): Identification of main drivers of employee satisfaction based on
survey data
E.g: If we have five sub questions in survey, we try to identify the top two factors which are impacting overall
employee satisfaction. We find out these by using multivariate logistics regression

Driver Analysis (part-2): Merging of survey responders data with employee profile and
performance data. Identification of main drivers of satisfaction from non surveyed variables
E.g ; We consider variables like employee tenure with the company, employee performance, skill sets & some
other demographic variables to see weather one or more of these are impacting on overall employee
satisfaction

Analysis of verbatim comments:

Descriptive analysis of positive , negative and neutral comments
Identification of frequently mentioned topics and their positive negative frequencies

Trendwise Analytics

Appendix

Trendwise Analytics

Predictive Analysis using SAS- Examples with

dummy data
Attrition forecasting using SAS

Forecasting

Attrition segmentation using SAS

Segmentation

Trendwise Analytics

THANK YOU

Trendwise Analytics