HR departments generate a huge amount of data on a daily basis: wages and benefits, recruitment, leaves, departures, social conflicts, annual evaluations, career evolution, etc.
Big Data combined to predictive analytics can open a tremendous potential for HR professionals and may generate huge benefits for all stakeholders in the organization: HR business partners, managers and employees.
Below we’ve gathered a non-exhaustive list of applications of predictive analytics for HR departments. During the upcoming weeks we are going to document some of these applications through concrete use cases on our blog.
Hiring is key. And not only because it’s the first time the company gets in contact with its future collaborators. Past hiring datasets combined to publicly available information on the web can contain a bunch of opportunities to make the right hiring decisions in the future and facilitate the employee’s on-boarding.
- Detect talents and high potentials
- Increase hiring success rates
- Predict recruitment channel effectiveness
- Predict employer brand strength
- Find the right balance between contingent and fixed workforce
Efficiently applying analytics and prediction to HR data can offer new insights into current and future performance optimization opportunities at several moments of the employee life cycle.
- Predict absenteeism and work accident risks
- Analyze employee engagement
- Analyze and predict best on-boarding processes to reduce time-to performance
HR Big data analytics allow to understand very accurately your employees’ motivations and what makes them stay longer in your company or decide to leave. Based on a few data items – easily available by most HR departments – algorithmic models are able to extract powerful analysis that will let you decide about the right actions and may immediately improve employee retention rates.
- Detect potential leavers and take preventive action
- Analyze employee attrition by business unit or department
- Predict turnover evolution on the short, mid and long run