Human Resources Analytics

HR analytics collects and analyzes a wide range of data, from employee performance to recruitment processes, in order to make workforce-related decisions more data-based. These analyzes support the strategic decisions of organizations and ensure that the human resources function is recognized as the true strategic leader. HR analytics not only looks at historical data but also predicts future trends and possibilities, making it possible to develop proactive strategies.

Benefits of HR Analytics

HR analytics provides many benefits to organizations. Here are some of them:

Better Organizational Performance: Identifying which factors are effective to improve employee performance and working on these factors.
Competitive Advantage: Getting ahead of competitors and standing out in the industry with data-based decisions.
Strategic Leadership: Strengthening the leadership competencies of the organization by increasing the strategic importance of the human resources function.
Prioritizing HR Investments: Using resources more efficiently by determining which HR projects will provide more return.

Application Areas of HR Analytics

HR analytics has a wide range of applications. Below, we will examine some areas of use of these methods and sample projects:

Factors Affecting Quitting Job:

To foresee the possible risks of the company by estimating the probability of employees leaving their jobs.
Taking proactive measures to minimize turnover.

Factors Affecting Recruitment:

To determine the factors affecting recruitment in order to make correct recruitment decisions.
To analyze which sources can be recruited more efficiently.

Candidate Eligibility and Rotation:

Planning correct rotations and backups by predicting a candidate's suitability for positions in the company.
To determine the most suitable positions to support the career development of employees.

Training and Development:

To reveal which training type and content contributes to the effective performance of employees.
Optimizing training programs for efficiency.

Employee Segmentation:

Identifying employee segments and defining the expectations and needs of each segment.
Developing customized strategies to increase employee satisfaction and loyalty.

Norm Number of Staff and Productivity:

Conducting productivity analyzes to determine the standard number of staff.
Optimizing workforce planning by detecting excess or missing personnel situations.

Employee Engagement:

To analyze the factors affecting employee loyalty and their importance.
Developing strategies to increase employee loyalty.

In conclusion:
HR analytics enables the human resources function to be managed from a forward-looking and strategic perspective. Thanks to data analytics, organizations can better understand employees' needs, develop more effective recruitment strategies, and generally increase the productivity of their workforce. This contributes to creating a more competitive and sustainable business environment. These advantages offered by HR analytics will be key to the future success of organizations.