What is your approach towards an HR data analytics framework?
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Director of HR in Energy and Utilities10 months ago
In developing our HR data analytics framework, we've opted for a pragmatic approach, focusing on five to seven key metrics crucial for our objectives. We leverage Power BI to continuously refresh and display these metrics on an executive dashboard for daily updates. Currently, our emphasis lies on creating awareness around these metrics, with the next phase geared towards stimulating meaningful conversations and making informed decisions based on the insights gleaned. This iterative process ensures adaptability and aligns with our evolving understanding of the significance of HR analytics.Data Manager in Government9 months ago
We use similar technology to support our HR programs. We have operational workforce dashboards for Agency leaders and HR. In addition to streamline our hiring and DEIA initiative, we have developed tools to streamline the hiring process and monitor our progress.
VP Talent, Learning & Organisational Development in Manufacturing9 months ago
Work in progress with my current company but I am used to have an analyst who does not only the data crunching but also the 'what does this tell us' and build correlations between different data sources and outcomes. PowerBI is amazing to do this. Senior Systems Analyst / Team Leader in Government9 months ago
Creating an effective HR data analytics framework involves a blend of precision, adaptability, and empathy. Initially, it's crucial to identify the key metrics that align with organizational goals—factors like employee engagement, retention rates, and performance indicators. Simultaneously, a holistic approach is essential, ensuring that data analysis doesn't merely interpret numbers but also comprehends the human element behind those figures. Empathy in HR analytics involves understanding how data translates to real-life scenarios, recognizing patterns and trends without losing sight of the individuals behind the statistics. Moreover, an adaptable framework should evolve, embracing new technologies and methodologies as the HR landscape continues to transform. Ultimately, the goal is to use this data not just for assessments but to strategize and foster a thriving, people-centric workplace culture.Specialist Leader, AI in Software9 months ago
Often HR data - reports and dashboards are governed by HR hierarchy and reporting structure. It is important when planning for HR analytics, you inherit the hierarchy from the HCM system. As for the content of the HR analytics, you need to plan to integrate the data from disparate systems when core HR, payroll, benefits, recruitment, performance management, LMS etc are not in the same HCM system. Senior Systems Analyst / Team Leader in Government9 months ago
Crafting an effective HR data analytics framework requires a delicate balance between understanding human behavior and leveraging analytical prowess. It's crucial to blend qualitative insights with quantitative metrics, going beyond mere numbers to comprehend the intrinsic motivations and dynamics of individuals within an organization. My approach emphasizes the convergence of HR expertise with data fluency, wherein we don't just analyze trends but delve deeper to unearth the human narrative behind the numbers. It's about building frameworks that not only streamline processes but also embrace the human aspect—aligning organizational objectives with the well-being and aspirations of its workforce. Ultimately, this framework aims to foster a culture of continuous improvement, where data-driven decisions complement the humane essence of effective HR management.Chief Data Officer in Healthcare and Biotech9 months ago
Great insights Dr. Joe. Additional to this, we are starting to unearth great insights about employee engagement through analytics of power app utilisation on productive and sentiment using NLP and other ML techniques. When combined with traditional HR data, interesting insights into churn and retention mitigation strategies have emerged.