HOW TALENT ANALYTICS CAN BE USED INii Human resource

1. Big Data Analytics in HRM
(Big Data Big Win)

2. INTRODUCTION
TALENT ANAYLTICS
Questions to Actions
Talent Analytics is the application of statistics, technology, and
expertise to large sets of people data which results in better decisions
for an organization.

3. Need of Talent Analytics
• It consider all data rather than limited to samples
• Achieve better time to hire
• Substantially improving Source of hire and quality of hire

4. Traditional method follow by the HR for hiring
process
• Examine the data collected on those high-performing incumbents
• Hiring is done on the basics of sample data
• Organizations typically source their hires based on highly subjective
factors, such as evidence and the personal preferences of hiring
managers

5. How talent analytics improves hiring
Hire data for every current employee to get most accurate result
Uses the whole of the data to discover insights
Helps weed out questions that are not relevant to workplace
Integrate the hiring tools to a far greater degree

6. • Searches for patterns in source of hire, identifying the common
denominators in an entire group of successful employees
• Talent analytics makes it possible for organizations to immediately
begin hiring potential high performers without the need to rebuild
the hiring tools

7. Hiring Questions That Should Be Addressed Through Talent
Analytics
• How effective is our selection process?
• What new hire capabilities are we hiring that lead to early leadership
success?
• Will “new hire” be able to achieve “X” goals?
•What assessment tool is the most valid predictor for potential?
• What component of our selection process is reducing early career
turnover?
• What is the time to productivity?
• Does performance on the assessment predict employee engagement?
•What assessment results can we use in onboarding to ensure new hire
success?

8. Six Uses of Talent Analytics
• Human-capital facts are a single version of the truth regarding
individual performance and enterprise-level data such as head count,
contingent labor use, turnover, and recruiting.
• Analytical HR collects or segments HR data to gain insights into
specific departments or functions.
• Workforce forecasts analyze turnover, succession planning, and
business opportunity data to identify potential shortages or excesses
of key capabilities long before they happen.

9. 4- Human-capital investment analysis helps an organization understand
which actions have the greatest impact on business performance.
5- The talent value model addresses questions like “Why do employees
choose to stay with our company?” A company can use analytics to
calculate what employees value most and then create a model that will
boost retention rates.
6- The talent supply chain helps companies make decisions in real time
about talent-related demands—from optimizing a retail store’s next-day
work schedules, on the basis of predicted receipts and individuals’ sales
performance patterns, to forecasting inbound call-center volume and
allowing hourly staff members to leave early if it’s expected to drop.

10. Why Do We Need To Embrace The Big
Data Trend In HR

11. 1.Better Insight
 Serves as a window to employees professional lives.
Not only gain more insights on employees, but boost individual motivation
and overall engagement
2.Better Retention
 Opportunity to learn why employees leave or they stay
 Tools like employee statisfaction survey , team assessment , social media
, etc
 Lower employee engagement as well as opportunities to boost
engagement

12. 3.Better Training
 Measuring the potential and effectiveness of training initiatives
 Should focus on obtaining data releated to training program
 Conducting regular performance appraisal
4.Better Hires
 More analytical and strategical
 Don’t rely on repetitive resume
 Learn more about potential hires

13. Conclusion
• Big data is imperative for business
• Uses of HR analytics:
i. HR predictive analysis
ii. HR supply management
iii. Employee satisfaction
iv. Finding HR time and sources
v. Integration of all departments
vi. Updating with latest HR tools

14. • HR analytics should focus on solving current business problems , and
then on improvement of HR processes
• Integration of HR analytics team with other functional teams is
important
• HR analytics is a journey

15. THANK YOU
By Manish Bisht RollNo.217
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