Agenda

1. Why HR Analytics
2. Development of HR Analytics
3. Stages of HR Analytics
4. Trends
5. How Headsup will help
6. HR Analytics Model
7. Example: Finding the cost of onboarding an employee

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 Why HR Analytics
• Objective performance management
• Better understanding of company
• Accurate record of progress
• Better financial performance
• Faster decision making
• Execute decisions as intended
• Make data driven decisions for gaining competitive advantage

2
 Development of HR Analytics
Informed Decision Making

Today

1907-1959

HR lags
1872-1942 Modern behind in
Finance making
including data
Predicting Portfolio driven
Consumer management decisions
behavior for making
1700-1900
using future
Rise of Marketing prediction
Statistical Research
Science

Complexity 3
 Stages of HR Analytics

Descriptive Predictive Prescriptive

• What has • What will • How can we
happened? happen? make it happen?
• Visual • Data driven • Actions and
representation of analysis and strategies to be
data prediction implemented

Information Insight Optimization 4

 Trends
Artificial Intelligence
1. From jobs to super jobs:
• Super jobs are roles that involve traditional jobs with the use 34%
4%
18%
of technology to benefit the work performed which comes
with complex set of domain, technical and human skills
• Job evolution and lower redundancy in doing jobs using 44%
automation, robotics, cognitive technologies, artificial
intelligence
2. Upcoming leadership: Extensively used across organization Implemented in selected functions
• Organizations are moving forward by refreshing the old with
the help of new trends Exploring Not currently used

• C-suite executives are being encouraged to work across

functions, while also the organizations are promoting
traditional models and mindsets
3. From hierarchies to cross functional:
• By using technology to evaluate the way people interact and
operate, organization can shift towards a team based
environment to unleash their full potential and improve
performance
• This helps in surviving and growing in a dynamic and
unpredictable business environment
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4. Moving forward with talent acquisition: Chatbots save 75% of
recruiters' time
• War for talent involves mobilizing internal workforce,
looking for people to fill in alternative workforce,
leveraging technology to step up sourcing and recruiting
• Technological advancements offer the ability to predict
employee turnover which aids in building a talent
pipeline beforehand 75%

5. HR Cloud:
According to mya.com
• An integrated set of tools, improve user experience,
better data management and faster innovation helps in
enhancing employees’ digital experience 79% use automated HR solutions
to help them take a more
• Integrating cloud platforms with cognitive technologies, strategic role in their
AI and robotics to deploy technologies gives single organization.
consistent interface through which employees can access
HR services and information with ease
5. Health and Wellness
• Wellness inside the workplace is getting as important as 79%
inside the workplace. A broad range of wellness apps
claim to improving employees’ health and happiness.
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According to 2018 U.S. survey
 HR Analytics Trends
1. Ongoing process:
Companies are working towards gathering data regularly
through real-time sources such as pulse surveys, candidate
feedbacks
Expected use of technology in the next 3 years
2. From HR to Workforce Analytics:
The data which is used is beyond HR and involves other 87%
83% 83%

departments such as IT and Finance which has lead to an 75%

adoption of a broader term 60%

54% 51% 48%
3. Data Transparency
Analytics has created curiosity among people about what
kind of data should be collected, what algorithms should be
used and how should decision be made using that data
Sourcing Screening Application Assessment Offer Selection Candidate Interviewing

4. Productivity enhancement generation close

Workforce analytics enables you to determine what are the

characteristics of top performers which can used in future
to select candidates. Having a competent workforce
increases productivity which in turn, reduces manpower
requirements
5. Employee centrism:
Organizations are working towards creating an
Ways of using Automation
employee favored environment using analytics.
In addition to increasing efficiency, importance
Artificial Intelligence
of providing benefits for employees arise also 22% Robotics Process
Automation
growing 30%

6. Team and network-based analysis

Organizations nowadays are shifting their focus
from individuals to teams and networks.
Analyzing organizational networks helps in areas Cognitive
Technologies
such as talent identification and selection 22%

7. Simplified management: Robotics

26%

By comparing the time spent on different

activities, with the value these activities add to
core activities of the organization, we can cut
down on the outlier time from different areas
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 How Headsup will help

Identify problems and shortcomings

Extract data from primary and secondary sources from the

organization

Analyze data using different techniques

Finding solutions and implementation

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 HR Analytics Model

Problem Creating metrics

Data Accumulation
Identification
and filtration

Aligning Solutions to
Solutions Analysis
Business Problems
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 Example: Finding the cost of onboarding an employee

1. Problem:
• High cost of onboarding for sales trainees
• Time consuming process
• Employees used to leave right after the training process ended
2. Data Accumulation and filtration:
• Collected data related to the process, time and cost of all inputs of the on boarding process
• Segregated data in different rows and columns such as salary of mentor per hour, number of hours of on
boarding
• Removed outlier data such as employee id, date of birth
3. Create metrics:
• Listed KPIs, cost scale, units and amount
• The cost of on boarding was calculated on the basis of the metrics

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4. Analysis:
• The total cost of on boarding was Rs. 48,885 which was much higher than the benchmark rate
• Onboarding process lasted for 65 hours which created a sense of boredom for the employees
• The entire training program was part of the onboarding process which didn’t allow them to apply
their learnings anywhere during the first 2 weeks. This led to a situation where employees tend to
leave the organization as soon as their training was over
5. Solutions:
• Use online form filling instead of paper based
• Make the new employees complete paperwork filling before their first day
• Create a video for introduction of the company which saves initial training time
• Use gamification for departmental training
• Conduct on the job training instead of classroom training

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6. Aligning Solutions to Business Problems: Paperwork
• Cut onboarding cost by 47.88% 36
35
34
33

Cost of paper
32
31
• By completing the paperwork before joining 30

and using online forms, company saved 29

28
85.71% cost and 2 hours 27
Number of sheets used

Training time
70

60
• An introductory video created a sense of 50

familiarity with the everyday working for the 40

30
new employees and saved 35 hours of total 20
training time 10

0
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 Cost of Trainer
40000
36000

• Gamification made the employees feel more

35000

30000
engaged. Th time and cost of trainers came down 25000
to 50% 20000 18000

15000

10000

5000

Attrition Rate

• On the job training reduced the attrition rate by

10% 10%

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