The HR & OB Society
3. Xerox – Retention model: This helped Xerox decrease its attrition rate by 20% in a pilot
project
4. Airtel – Employee engagement: Using combination of analytics and mobility to
understand employee engagement factors
5. PWC – Learning analytics service: Identifying the best training methods which yield the
best return on investment
Such is the power of HR Analytics that it provides solutions to every domain of HR. It can be
embedded to all the processes of employee life cycle and certainly makes things transparent
in an organization. Following can be done through HR Analytics for any organization
irrespective of their sector –
1. Development of dashboards for talent acquisition, HR operations etc. to keep a real-
time track of these processes
2. Compensation & Benefits - To have market analysis of C& B practices, to develop
automatic compensation calculator etc.
3. Learning & Development - Demand planning of various training need specific to roles
and individuals
4. Manpower planning - Estimation of required workforce through accurate predictions
5. Certain other applications like Attrition analysis, Candidate pulse, vendor analysis etc.
The predictive analytics part majorly requires use of different statistical tools and models
through software like SPSS, MiniTab etc. Correlations are widely used in predictive analytics
to identify relationships between different factors and then different combinations are being
used along with it to develop analysis. One of them is Attrition Analysis that involves identifying
factors causing employee attrition, linking those factor relationships through correlations and
then using approaches like Regression or Weighted Averages to prepare model that can
predict on who among your employees are likely to quit their jobs.
Isn’t this wonderful that you as an HR manager get this magic of HR analytics that keeps you
and your organization ahead of everyone. All this because you take SMART decisions through
number crunching, data analysis and effective modelling to keep your employees happy and
financial charts into the profit zone. There’s a lot to arrive in the field of HR, but organizations
should understand the ways to convert these disruptions into constructive ones.
Anirudh Narain
SCMHRD
Faculty of Management Studies, Delhi
11