Human resource management is one of the most important aspects of any business. With advent in technology, it is now possible to use sophisticated tools to aid the core activities of the human resource department in an organization – whether it is talent acquisition, resource optimization, training & development, or employee payments. Analytics in HR is used for effecting improvement in overall employee performance.


Types of Human resource management analytics:

As a result oriented HR manager, one must be aware of certain key types of HR analytics.

  • Capability analytics: This is the analytics process which helps you identify the capabilities of a prospective employee, especially those tasks which may not have formal recognition, for example, creating meaningful partnerships.
  • Competency acquisition analytics: Through this process you may find out the core competencies your business needs to succeed. It is then possible for you to create processes which will either help in developing these competencies in your existing employees or hiring new employees possessing these competencies.
  • Capacity analytics: This process helps in determining capacity utilization and thereby, streamlining processes. Big data analytics and sensors are helpful aids for capacity analysis.
  • Employee churn analytics: This analytics process helps in determining the attrition rate. It can help in determining future possibilities and reducing employee turnover, if desired. KPIs such as employee satisfaction, staff advocacy etc. are helpful in this analysis.
  • Corporate culture analytics: Corporate culture may include the rules, systems and general behavior of people in the organization. Analysing corporate culture may involve assessing current culture trends across the organization, thereby helping you to decide the changes you want to effect. You can also nip any undesirable culture developments in their bud and avoid hiring employees who aren’t great cultural fits.
  • Recruitment channel analytics: For an HR manager, recruitment channel analytics is perhaps the most important. Using recruitment channel analytics would help you to get information about where your employees come from and which recruitment channel is most effective, both, in terms of cost and quality.
  • Leadership analytics: Analysing the effectiveness of the leadership is again extremely important because leadership decides the direction in which the company is headed. For leadership analytics, HR managers could use employee interviews, focus groups, and surveys to extract data to be reviewed.
  • Employee performance analytics: This is the process to evaluate individual employee performance. Instead of using old and outdated performance review methods, HR managers can now use aids such as big data analytics and crowdsourced performance assessments.


Overall, analytics is a very important need and function of an HR manager and he/she must have thorough competency in its various models or types to prove it as an invaluable asset to the organisation. For acquiring HR analytics skills, one can attend HR management courses or pursue online courses for HR professionals.


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