Analytics In HR: How Is Data Shaping Our Future?

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In the HR (Human resource) niche, decision-making is changing. At a time when the traditional ways of operating HR are no longer sufficient to keep pace with the new technologies and competition, the field is at crossroads. This is a perfect case study to find out the effectiveness of analytics in HR. 

When we talk about analytics in HR there are many facets that come into play. HR analytics aims to offer insight into how effectively to manage employees and attain business goals. Because so much data is accessible, it is crucial for HR teams to initially identify which data is most relevant, along with how to use it for optimum ROI.

Modern talent analytics mix data from HR and other business operations to address challenges related to:

  • Choosing high-performing job applicants
  • Identifying features of high-performing sales and also service teams
  • Evaluate engagement and culture
  • Analyze high-value career paths and leadership candidates

So, a leading Multinational Professional Service Company reached Ivy Professional School for upskilling of their HR department to obtain optimum benefit from their operations.

Why Is Upskilling Important?

Upskilling as the name suggests implies taking your skill to a next level. This has various benefits for any organization and the individual as well. Upskilling is very crucial as it:

Boosts A Culture Of Continuous Learning

Each employee searches for a purpose in their work, and innovation comes its way when the goal of the organization aligns with individual career aims.

Helps The Company To Save Resources And Money

When an employee leaves an organization, you must fill that position, which again starts the hiring and recruiting processes.

Creation Of Domain Knowledge

Along with upskilling, this analytics program is aimed at creating domain knowledge among the employees in the HR department. Domain knowledge is basically the knowledge of a specific, specialized discipline or niche, in contrast to general (or domain-independent) knowledge.

How Ivy Impacted The Organisation By Including Analytics In HR?

  • Ivy successfully trained over 300 personnel from the HR department in building up analytics potential. 
  • The participants were successful in evaluating historical data and employing trend analysis so that the decision made is more data-driven. 
  • Nearly 150 workers could manage more intricate situations by relying on data instead of solely counting on their previous experiences and intuition to find better solutions.

Why Ivy Took This Program?

Why Ivy Took This Program?
  • The very first thing that Ivy tried to attain through this program is to boost analytical thinking. As stated above, analytics is taking over traditional decision-making mechanisms. This refers to the process of identifying and defining issues, extracting key information from the data, and formulating workable solutions for the issues. 
  • This goal was aimed at achieving through a practical approach. They learned strategies and tools that were important for their upskilling.  
  • Ivy Professional School through their specially designed curriculum tried to incorporate basic analytical practices that can be of advantage for the employees.

How Ivy Moved Forward With Imbibing Analytics In HR Domain?

Considering the characteristics of the job profile and the expectations set by the company, a special curriculum was created. 

  • Skill development was prioritized over gaining knowledge of sophisticated tools that would be of no use to them. 
  • The ability of the resources was also carefully evaluated, in order to map out each employee’s unique learning avenue in the training program. 
  • The training program was divided into 3 primary phases:
  1. Learning: participants were educated about analytics and how that can help to increase work efficiency.
  2. Building: They were introduced to some crucial analytics tools. Ivy focused on developing their statistical notions and educating them on how to use the more sophisticated tools of Excel. They also learned to use R which further simplifies their work. These two stages include mandatory involvement from the complete HR department.
  3. Applying: Participants learned to use analytics with crucial dynamics like turnover ratio and recruitment.

Wrapping Up

Analytics in HR is reaching new horizons now. By using people analytics you don’t have to depend on gut feeling anymore. So now many organizations are inclining towards upskilling their employees in the HR department so that they get a good domain knowledge and become a more valuable resource of their company. 

You can also reach out to us if you want us to organize similar analytical programs for your organization. Please email us your requirement at

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