HR Analytics / Predictive Analytics - What's the difference ? Which method are you adopting?

HR Analytics / Predictive Analytics

Many would consider HR Analytics to be an analysis of information and that is correct but as an HR professional when you are talking about analytics are you thinking about reporting tools that you use to review what has already happened or are you looking at analytics as a way to look at data and predict the future?

When speaking to HR professionals recently they have talked about “thinking” they knew what HR Analytics was until they really investigated this further.

Generally speaking HR Analytics has really been about reporting on the past and using data to look at a number of areas including:

·       Employee profiles

·       Performance

·       Data on high-performers / low-performers

·       Salary

·       Demographics

·       Training

·       Retention

·       Turnover

·       Absenteeism

In standard HR Analytics data is collected, analysed and reported reviewing what is working, what changes may need to be made and to some degree it provides a bench mark for reporting in the areas mentioned above.

The difference comes from once you have this data – then what? How do you actually look at HR Analytics to further enhance and predict the future? This is where Predictive Analytics takes the information to the next level.

The information collected and analysed can identify patterns in behaviour, engagement, productivity, lead to understanding turnover of staff and can be used to improve engagement levels, employee satisfaction and even identify people within an organisation who will be successful or more likely to leave leading to better succession planning.

The techniques I have read about have been based on systems and complex algorithms that identify trends and future behaviours.

·        Do you operate a predictive analytical method in your role?

·        How do you review, measure and evaluate the success of your analysis?

·        When it comes to employees can we really predict human behaviour?

·        What challenges do you face and are you in the processing of reviewing your analytics to identify better information flow?

Keen to hear from HR professionals on this subject and how you think it will impact your role.

Caterina Glenn Email: [email protected] or feel free to reach out and have a conversation 07717744241