The Business APAC HR Tech Exclusives of 2019 March 2019 | Page 20

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if the candidate is fit for the job or if the candidate can
complete the workforce. Having employee data about
skills, education, and experience, predictive analytics
can help in evaluating the readiness of each employee
assuring the best applicants are hired and given the
best suitable role. Furthermore, predictive analytics
enables the organization to decide the future project
allotment for the employees.
4. Calibrate performance and boost productivity
Predictive analytics helps the HR to maximize the
performance of the newly recruited employees.
Managers can keep focus on performance with the
data produced and improve the individual
productivity.
5. Employee attrition and loyalty analysis
2. Foster rooted engagement with the employee
Predictive analytics can provide the organization some
support by preventing the possible attrition of high
performance of employees and assure business
prolongation and acknowledge loyal employees.
There are several other benefits from predictive
analytics such as improved turnover, risk management
and talent forecasting. The predictive analytics has
made it possible to predict the possible future
turnover of the business. With the help of
data such as commute time,
performance issue, role
changes, and engagement
rate it can improve regions
of apprehension which
will save the company
from huge costs.
It is very important as well as hard to measure the
employee satisfaction but here predictive analytics
comes to help. In this case the solutions that crunch
distinct figures and non-numerical data such as
surveys, feedbacks, etc. can be
instrument
al. The technique records company’s
happiness
quotient and influence analytics to
underst
and morale levels and motivational
needs of the employee. The
company can track employee’s
opinion on different topics,
following updates on social
media. Along with
examining the
performance, employers
can evaluate employee’s
motivational quotient and
his willingness to stay
with the company. This tends
to reconstruct the growth
path, rearrange employee
welfares schemes, and elevate
the focus on core business
objectives.
Additionally, with the
data analysis, predictive
analytics can predict the
risks to the business such
as poor performance and
conduct. The best found
solutions can be applied which could
considerably lessen the risk for the
business.
3. Holding the finest talents
For the growth and progress of an organization,
it is very important that HR processes move fast and
provide forecast. The vast amount of data can be
profoundly used by large as well as small companies
to predict, hold and retain the talented employees. The
use of predictive analytics in HR comprises of
utilizing available data to tackle with specific business
issues and by having better insights of the future
events, organizations can take ideal decisions which
results into in improved efficiency and cost
effectiveness.
Predictive analytics with the help of historical data
can build elaborated models and generate trigger
based data indicating the potential loss of an
employee. With the combination of attrition risk cause
and performance data, the technique can precisely
show the productivity, churn rates, etc. Moreover, it
helps to keep focus on increasing loyalty and
employee benefits programs. It shows employee who
has contributed the most, helping the company to
retain the finest employees.
Mar. 2019
20
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