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7 ways to implement HR analytics
20 December 2022 HR Tech and Data Sponsored
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Sympa A complete and fully customisable HR solution
If the ultimate objective of HR is to ensure businesses support the people that work there – and visa versa – then the best way to measure this two-way relationship is through HR Analytics. Measure, learn, implement. The positive feedback loop that propels forward-thinking organisations.
And, let’s not forget; an organisation is nothing without its people. That’s why, at every point of the employee lifecycle, from hire to retire, actionable information built on verifiable data will help you understand how to let your people thrive, your culture strengthen, and your business grow.
What can HR Analytics really do for me?
Put simply, HR Analytics provide the evidence you need to push through changes that will make your organisation a great place to work. If you’ve ever been asked about employee retention rates, recruitment blindspots, or sick leave rates, you need a quantifiable number to show what’s happening in those areas.
HR Analytics let you know what’s working, what needs tweaking, or what’s broken. In short – they lead to better decision-making.
You can leverage HR Analytics to make positive changes by focusing on these 7 key areas:
- Align HR with core strategy
- Map your workforce strengths and weaknesses
- Connect reporting with the right data sources
- Identify the right KPIs to track
- Use capable analytics and reporting tools
- Buy IT lunch
- Make key information visible
These recommendations are focus areas you can use to guide your work. However, your organisation is as unique as the people that work in it, and you know it better than anyone else. So, only apply what makes sense to you, and feel free to skip the parts that don’t fit with your needs. Want to learn more?