Empowering the Human Resource Process using Analytics

The human resources teams today have plenty of data. But too many data should be a reason to bring analytics into strategic decisions in HR process. 

HR is an information-driven setup where everything is controlled and undermined by the information itself. Human resource management handles extensive data on employees like employee skills or abilities, academic credits or previous field experiences. A variety of employee data is collected and managed daily under the human resource management department. Managing manually this large amount of data can be complicated, stressful and error-prone for any company. In such cases, the implementation of human resources analytics can make a significant contribution to the company's evaluation of the employee's work availability and commitment. 

While performance can lead to sales and top-level growth, it is also important to eliminate under performers in order to generate profits. This performance measurement is of special concern to managers of human resources department as they have to sort the valuable from the worthless. And the analytics process in HRMS helps to monitor and measure the performance of employees in the organization. That’s how the insights generated through analytics can greatly help in valuing how productive an employee is for an organization. 

Here are the few points illustrating how analytics is empowering the human resource process in the organization:

Collecting the right information

An employer can collect and isolate data in a variety of parameters. The employers can use analytics to tabulate employee figures based on their work experience, age, capacity etc. This allows employee information to be consolidated and positioned according to the profile requirements. Furthermore, the employer can mix public information of candidate from online platforms like Twitter or Facebook to boost their profile. This would produce better benefits in terms of positioning the right employees to improve the overall progress of the company. However, recruiters must be aware that overpopulating data with unnecessary characteristics can complicate the recruitment process within the company. 

Filtering the collected data

The right or valuable information alone will not help professionals in their recruitment process to excel or to speed up their work. Data cleansing from a bunch of received information is the most important function. A minor mistake like misleading information can sometimes skew the work output that hampers the entire business. The data collected through analytics must, therefore, be cleaned before being fed to different models. Today, there are several analytical models which help identify the candidates ' overstated realities or false proclamations. This allows analytics to transform the human resource by selecting the right candidate for the job profile. 

Improving employee performance

The experts from HR can transform employee commitment and productivity in an enterprise through the application of analytical techniques. One can really evaluate if the newly recruited contestant meets the company's expectations or is able to meet the company's expectations. The HR boss or the interested party, through analytical parameters such as candidate performance and past experience, would have a clear understanding on whom to use for the work and how to make more productivity and return. It helps the recruiters to match their desired portfolio and whether they would accept the offer from the company. It also helps to evaluate new employees in terms of how they perform compared with existing employees. 


The prospect documents are often untouched once the job post has been filled. HR analytics allows companies to reconnect with a potential group of contenders to decide on their choice over other accessible positions in an organization. It can also reflect new positions, work encounters or aptitudes that competitors may have acquired.  

Advancements in targeting

Analytics opens up a wide range of possibilities for recruiters in terms of a wide range of applicants. Analytics lead the company to discover new platforms for hiring strategies to find more contestants, rationalize answers and also achieve better results. Making better reactions to employment itself is a transformation of human resources. Analytics, therefore, contributes to the better placement of jobs through the implementation of several variables, such as employment span, employment area, occupation and industry. It specifies the entire recruitment or talent acquisition process, resulting in more strategic results. In addition, it would allow companies to remain adaptable and realign to constantly growing business needs. 

Keeping an eye on Employees emotions 

Monitoring or understanding of employees ' feelings can be considered as one of HR analytics ' major benefits. Apart from yearly surveys or conventional feedback mechanisms, predictive analytics can evaluate how employees foresee the company or its workplace. In order to measure its retention plans and motivation quotients, employee opinion can be tracked in real time by mapping their work progressions, their performance and data on social profiles. Thus, analytical data can be used strategically to reshape the approach towards the employee and motivate him through better packages and training, etc. 


Analytics can transform human resources truly by taking upgraded forms of human resources management tactics into account. It significantly improves the human fitness and efficiency in business by using analytics correctly to oversee the right talents, monitoring the ability of the employees, using limitations and finally maintaining them for a long time to achieve the company goals and objectives. The HR management groups may doubt how they will support the everyday business processes by implementing analytics in HR. However, one needs to understand that, to survive on the competitive market and solve the complex challenges of human resources, they need analytics in human resources.  

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