In the movie ‘Back to the Future’, Marty Mcfly travels to the past and accidentally interacts with his mom before she married his dad. This accidental interaction altered the future in unexpected ways which he then tried to fix. People Analytics can learn from Mcfly about our use of predictive analytics. Specifically, predictive and prescriptive…
The attention to people analytics has increased enormously over the last few years. Many organizations have established people analytics teams, and several promising start-ups have developed software that can help HR with people analytics. The assumption is that if we have access to the right data, if we have the right analysis tools and clever…
HR analytics is exciting and offers great opportunities. Unfortunately, not all projects are successful, and a common reason for this is a lack of a structured approach towards analytics. The people analytics process cycle solves this. The people analytics process can be divided in five sequential steps. Every organization should take these steps in order…
In this post, we present the results from a research study on using psychometric tests to predict road traffic accidents (RTA) at a local company in Zimbabwe. The impact of accidents is grave: it impacts the drivers, client property, insurance rates, and the vehicles they operate. We tested 54 drivers using different psychometric tests to…
This is the last article in a series of three articles on employee churn published on AIHR Analytics. In this article I will demonstrate how to build, evaluate and deploy your predictive turnover model, using R. To start I will first briefly introduce my vision on employee churn and summarize the data science process. You…
When hearing about People Analytics, we usually think of how the use of analytics can have a positive impact on the company and its HR department. In other words, how can the employers use data to gain new insights on people topics and affect their organization? But what if the employees could also use and…
Like many different Human Resource methods, Human Capital Analytics is one way organizations try to understand the impact their employees make within their business through data. While the HR function is relatively new, it has seen rapid change in the last 20 years, and today, there is a massive drive toward data-driven decisions. In theory,…
HR analytics helps HR professionals and their organizations to improve decision-making through data. It also offers HR practitioners the ability to contribute strategically by providing meaningful insights and contributing more effectively to the business’s bottom line. There are 4 types of HR analytics methods that HR professionals can use, namely, descriptive, diagnostic, predictive, and prescriptive…
Analyzing a variety of talent acquisition data and metrics helps you build strong strategies and processes to attract, select, and hire candidates. Let’s explore everything you need to know about talent acquisition analytics, the benefits, and how to get started on your journey. ContentsWhat is talent acquisition analytics?Talent acquisition metricsBenefits of talent acquisition analyticsHow to…
Welcome to another exciting episode of All About HR! This is the series for HR Professionals and business leaders who want to future-proof their organization and learn about the latest trends & insights from industry experts, CHROs, and thought leaders. Why is employee journey analytics important for successful companies? In this episode of All About…