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Applying sophisticated data mining, business analytics, and other analytical processes to a human resource department of an organization are referred to as human resources analytics. The core functions of HR like acquisition, optimization, paying and developing workforce are analyzed in order to root out issues and gain insights.

Types of HR Analytics:

  • Capability Analytics: The level of expertise and skill of one’s workforce are critical to any organization’s success. This is a talent management process identifying the core competencies required by the enterprise.

  • Competency Analytics: In addition to the acquisition, management of talent is an essential factor in business growth. Competency analytics is the assessment of an organization's competency in terms of acquiring the desired requirement. Identification of core competencies is critical in this process. 

  • Capacity Analytics: Capacity of the workforce has a direct impact on revenue. Capacity analytics helps the organization assess the operational efficiency of its workforce. Big data and sensor system are the recommended and efficient approaches.

  • Employee Churn Analytics: This involves assessment of the future in order to reduce cost over employee churn.

  • Corporate Culture Analytics: This involves understanding the different cultures that exist in the workplace. Observing and monitoring the changes in present culture, and recruiting people aligning with the corporate culture is important.

  • Recruitment Channel Analytics: The assessment of the source of efficient employees and competent recruitment channels is essential in this process.

  • Leadership Analytics: Reveals the diverse dimensions of leadership performance by analyzing the generated data.

  • Employee Performance Analytics: This assesses individual employee performance, resulting in efficient insights. 

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