Understand the organization's current HR analytics situation, the resources that are available, and the reliance on people analytics to enhance business outcomes.

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Survey Background

Our Applyπ team networks across HR Thought Leaders. One point that is often discussed widely but implemented remotely is HR Analytics. We stepped up and solicited inputs from the HR network. We searched for answers to know the Current Status of HR Analytics in their Organisation, Resources Availability, and Reliance on people analytics to improve business outcomes.

Current Status and Observations

Nearly half of the organizations have less than two resources to provide HR insights. But the other half has no resources for any actionable insights. This too still rely on spread sheet driven cross tabulations. Regarding the needs and importance of Analytics, HR Team feels that top two key areas of analytics deployment are Recruitment and Learning & Development.

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Interestingly more than 90% respondents agree that “advanced organizations, more frequently rely on people analytics.

HR Team feels that top two key areas of analytics deployment are Recruitment and Learning & Development.

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Effectiveness

When it comes to see where effectiveness can be significantly achieved, top most choice is Compensation (e.g. trends, pay for performance, External Benchmark, turnover, etc.) with 85%, followed by Talent Management (i.e. performance, learning, recruiting, etc.) with 80%. HR analytics is a necessary step toward evidence-based HR.





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