The Role of Data in HR Decisions: Getting Started with HR Analytics

Every company gathers a lot of data over time, which can be used to see how effective different business processes are. But just looking at raw data or individual metrics doesn't always tell the whole story. To get truly valuable insights, you need to look at these numbers in the context of your specific goals, tasks, and external factors. Metrics are quantitative indicators that allow for the diagnosis of employee turnover, worker satisfaction, recruitment effectiveness, and more. They become powerful tools for analytics when you bring them together logically and connect them to what you're trying to analyze.

Think of it like this: in medicine, metrics are like a patient's temperature. A high temperature tells you something's wrong, but it doesn't give you the diagnosis. For that, you need to look at several different, well-chosen indicators together.

It's often said that just presenting numbers to leadership isn't enough. For example, a 30% turnover rate sounds worrying, but maybe not worrying enough for the business to spend, say, one and a half million on pay raises. But if you can show that turnover is costing the company three million, and that by spending one and a half million on raises, those losses could drop to one million — now that’s an appealing investment that could bring in half a million in profit. 

Types of HR Analytics

HR analytics generally comes in three types, each serving a different purpose:

• Descriptive analytics helps understand the current situation within the company. It answers the question, "What’s going on at this moment?". HR specialists use descriptive analytics to get a clear picture of the current situation.
• Diagnostic analytics goes a step further to help you understand why things are happening — what are the reasons and factors behind the numbers you're seeing?
• Predictive analytics is future-oriented. It uses data to model different possible scenarios, helping your company predict what might happen if certain decisions are made, assess risks if current trends continue, or understand the consequences of doing nothing.

Each type of analytics — descriptive, diagnostic, and predictive — builds on the others to give you a complete picture. This allows you to make solid, well-thought-out management decisions based on facts, not just gut feelings.

Top 5 Applications of HR Analytics in Business

Data helps HR professionals find trouble spots, predict risks, and justify necessary changes. A smart HR analytics system can tackle many business challenges. Let's look at five of the most common ways HR analytics is used:

1. Evaluating new hire onboarding and performance

HR analytics lets you track how quickly new team members get up to full speed, see how they do during their probationary period, and figure out how effective your onboarding programs are. For instance, if a company sees that new hires are taking a long time to perform well, analytics might show that experienced employees are spending a lot of their own time training them, which then slows down the whole department. This could lead the company to set up a special onboarding program with dedicated mentors.

1. Managing employee turnover

Analytics can help companies see how much money they're losing when people leave, find out why they're leaving, and make a case for investing in keeping employees. For example, if a company hires junior staff at low pay, trains them, and then they leave for competitors, there are a couple of options: create a career path with better pay after training, or cut sourcing and training costs and accept that people will leave after a year. Analytics can help figure out which path is better for the business.

1. Optimizing the recruitment process

Analytics helps you keep an eye on how fast you're filling open positions, see how many candidates make it through each stage of the recruitment funnel, and predict how long it will take to hire the required number of employees. For example, if an analysis shows that you need to go through 300 applications to hire three people, and you suddenly need to hire five but only have 100 applications in the funnel, HR specialists know they need to step up their candidate search right away, before they miss their hiring deadlines.

1. Analyzing staffing levels

HR analytics lets you track if departments have enough people, plan for future hiring needs, and see the risks of being short-staffed. It helps you monitor not just the number of employees, but also if they have the capacity to do the work that needs to be done. For instance, looking at current team data and upcoming projects might show that a certain department doesn't have enough people with the right skills to get important tasks done on time.

1. Measuring HR process performance

Analytics allows you to measure how effective your HR department is, compare current performance to past periods, and see how HR initiatives are impacting business results. Let's say an HR director wants to know if their team is doing a good job. By analyzing key performance indicators — like the speed and cost of filling vacancies, the return on investment from training, how ready their internal talent pool is, and how satisfied employees are — they can adjust their HR strategy accordingly.

How to Choose the Right HR Metrics and Use Them Effectively

For your HR metrics system to really work, it needs to be focused on your business's goals and challenges. When you understand what your business is trying to achieve, what results it's aiming for, and what difficulties it's facing, you can — much like a doctor — choose specific "tests" (metrics) that will help you diagnose the situation. Knowing your business priorities helps you pick the right combination of metrics to get a clear view of your organization's health.

It's often pointed out that even the best-chosen metrics might not be enough when talking to business leaders. Often, when the HR Director presents metrics showing a problem, the business might say, "We don't have the budget". This doesn't always mean there's literally no money (that would mean the company is about to go bankrupt). More often, it means different projects are competing for investment. To convince the business to prioritize your HR project, you need to show what problem your critical metric is highlighting, how much the company is losing by not acting, and what benefit they’ll get from your proposed solution. The more a problem costs the business, the more likely it is to get solved.

When defining metrics, it is important to consider two types: strategic and operational metrics.

Strategic metrics are directly tied to business results and show their impact on:

1. Revenue: Employee productivity and staffing levels. Revenue is basically the number of people you have times the valuable work each one produces. So, it’s vital to know if you have the right people and if they're working effectively.
2. Profit: Through growing revenue or cutting costs. Here, you'd look at numbers like labor costs as a percentage of revenue, cost per employee, and similar figures.

The main issue with strategic metrics is that you don't see the results of your actions right away. By the time you do see an impact, it might be too late to change course — the project could already be off track.

Operational metrics help you see if you're heading in the right direction to meet your strategic goals. For example, if your business is growing fast, you need to get your team staffed up quickly. The business cares about two main things here:

• Staffing Level: Do you have enough people to do the work?
• New Hire Productivity: Are new employees able to contribute effectively?

This is crucial because new hires, especially during rapid growth, must be capable of producing the necessary output. Fast-growing companies often have trouble integrating new people — maybe there's no good onboarding process, not enough experienced staff to train them, or managers are swamped with onboarding and interviews. To keep this under control, you need operational metrics like:

• Time to Fill Vacancies: This affects your staffing levels.
• Number of Candidates in Your Hiring Funnel and Conversion Rates: This helps you see if you can actually hire the number of people you need.
• Onboarding Program Performance and New Hires' Early Results: This lets you check how new employees are doing without waiting a whole year to find out.

To come up with the right metrics, it’s important to ask yourself the right questions. We saw this with the fast-growing business example: first, define the business goal (get the team staffed quickly), then figure out what employees need to do (be there and be able to do the work), and then decide which metrics will show you the results.

Here are some key questions to help you define the right metrics for any business goal:

1. What is the business trying to achieve?
2. What do employees need to do for that to happen? In our example: be available and have the right skills.
3. What’s the current situation, and what could get in the way? Think about the job market, your HR processes, onboarding programs, availability of trainers, and how your recruitment is set up.
4. What’s HR’s role, and how can HR processes help the business? HR needs to set up recruitment to fill roles quickly and effectively, and get new hires settled in.
5. Which indicators will let you track these results? This is where you define your strategic and operational metrics.
6. What raw data do you need to calculate these metrics? It's vital to know what data you need, if it's available, and if you can collect it. You might come up with great metrics but then find you don't have the data for them. You need to match your analytics ideas with what's currently possible and, if needed, set up ways to collect any missing data.

When Does a Business Need HR Analytics?

HR analytics becomes necessary when a business needs to optimize personnel management and make more accurate, fact-based decisions regarding its workforce, for example, during scaling. In that kind of situation, you need a clear understanding of what kind of people you need for effective growth, what skills are important for different departments, and how to best allocate your resources. For instance, if your company is opening new offices or moving into new markets, HR analytics can help you figure out what to look for when hiring for new roles and how to keep your current team engaged and loyal.

HR analytics is particularly needed in the following situations:

Active Company Growth

When a business is expanding rapidly, the need to quickly build the team becomes urgent. HR analytics helps you keep track not just of how many new people you're hiring, but also how fast they're getting up to speed. It helps you:

• See how long it takes for new employees to settle in and reach the productivity levels you need.
• Figure out which skills and qualities are most valuable in candidates when you're growing.
• Predict how many new employees you'll need based on business performance and what the job market looks like.

High Employee Turnover

With high turnover, a company constantly expends resources on training new hires. HR analytics lets you see how much this is costing you and make a case for investing in keeping your employees. In these situations, HR analytics helps you:

• Evaluate which specific factors contribute to employee turnover.(e.g., unhappy with working conditions, no career growth, low pay).
• Calculate the financial hit your company takes from turnover, including hiring costs, training, and lost productivity.
• Develop strategies to keep employees, based on what the data tells you (e.g., improving working conditions, increasing engagement, or creating a career progression system).

Need for Cost Optimization

Your business wants to be more profitable by improving employee productivity, but without increasing staff costs. This means you need to manage spending carefully and help employees work more efficiently. HR analytics gives you tools to:

• See how efficiently your workforce is being used, for example, by looking at productivity in different departments or by individual employees.
• Predict how changes in team structure or a redistribution of responsibilities might affect overall results.
• Find ways to boost labor productivity through training, implementing new technologies, or optimizing work processes.

Requirement for an Evidence Base

When leadership wants proof for why certain HR initiatives are needed, analytics helps you show what the business is currently losing and predict savings or increased profits if changes are made. It lets you build a solid, evidence-based case to:

• Show how people-related problems are leading to financial losses (e.g., undervaluing employees' skills or inefficient hiring).
• Calculate the savings or profit that new HR initiatives could bring, like better training, increased motivation, or optimized hiring.
• Justify the need for more investment in HR strategies and programs.

Justifying Investment in HR Initiatives

When several projects in your company are competing for funding, HR analytics helps you show why HR projects are a good investment by calculating their potential profit or savings. It gives you data to:

• Estimate the potential profit or savings from HR projects (e.g., training programs, recruitment process optimization, or new motivation systems).
• Predict how HR initiatives will affect overall business indicators (e.g., higher productivity or lower turnover).
• Identify which HR projects will give the best return and how they align with the company's long-term strategic goals.

HR Analytics Tools

There are many HR analytics tools out there, but a lot of companies still use traditional spreadsheets like Excel. These have their limits when you're dealing with large amounts of data. For big companies with many employees, spreadsheets can take a long time to open or might not even load. When that happens, working with data becomes inefficient, time-consuming, and prone to errors.

More specialized systems like Power BI and Tableau are available, but they often require advanced technical skills and might mean hiring specialists. Big platform solutions like SAP SuccessFactors and Oracle HCM offer built-in analytics, but their availability can vary depending on your region.

Modern companies are increasingly moving to HRMS (Human Resources Management System). These are all-in-one solutions that automate HR tasks, gather and store data about processes and employees, and provide tools for analyzing that data.

A good HR analytics system should meet these criteria:

1. Data accessibility: It should have data about employees covering all stages of their lifecycle within the company, as well as company structure, departments, roles, job descriptions, salaries, performance, training, development, onboarding, and offboarding.
2. Integration with other systems: For example, a system like SimpleOne HRMS can integrate with other solutions within a company's ecosystem (e.g., SDLC, ITSM, ITAM and B2B CRM) as well as external systems like accounting software, databases, and other automation tools.
3. Customization for company needs: Every company is unique, so the system needs to be flexible enough to be tailored to specific requirements.
4. Data visualization to make information easier to understand and act on.
5. Security and confidentiality with strong login protection and role-based access to data.
6. Mobile version and user-friendly interface: It should work on mobile devices and have an intuitive interface so people can learn it quickly without lots of extra training.
7. Scalability: The amount of data will keep growing. Big Data analytics is a major trend. So, any system you choose should be able to handle, store, and process vast datasets.
8. Compliance with data protection laws: The system must follow laws about protecting personal data, making sure it's stored and handled correctly.

SimpleOne HRMS: Automating Reporting and Analytics

SimpleOne HRMS offers convenient, built-in tools for automating reports and analytics, which helps HR specialists efficiently gather and analyze employee data.

Such a solution helps track key indicators, making it easier to make informed management decisions and improve the efficiency of HR processes. The SimpleOne HRMS system has two main parts: a portal for employees and an interface for the HR department to work in.

On the portal, employees can see the company structure, view colleagues' profiles and edit their own, read company news, check the vacation and absence calendar for their team, access a corporate knowledge base, and interact with HR. They can submit HR requests through a service catalog, see tasks HR has assigned to them, and view requests that need their approval.

In the HR department's interface, HR staff and managers set up and manage personnel processes, and monitor how they’re working. A navigation tool gives them access to all data related to employees and HR processes. They can plan and manage HR tasks; create reports and dashboards, and track metrics; add to and update the reference information used in automating HR processes; and assign tasks to employees and check on their completion.

Working with Data and Visualization

The system offers extensive capabilities for working with data. In tables, users can manage the set of displayed parameters by adding or removing them. All display settings are saved under the user's account and will be available upon subsequent logins.

Here are some key tools for working effectively with data:

• Data filtering
  In all tables within SimpleOne HRMS, you can create various data selections — for example, filtering employees by department or by a specific office location. Any filter you use can be saved so you can use it again later.
• Data export
  Any data selection can be exported to Excel with the set of columns currently displayed on the screen.
• Data visualization
  Various tools are available to help you visualize your data. By clicking on a table column, you can instantly see how the data is distributed as a bar chart or a pie chart. For instance, you could see how employees are spread across different office locations: 15 in one city, 12 in another, 7 in a third, and 1 in a fourth. A neat feature here is that if you click on any part of the chart, the system shows you a detailed list of the records that make up that part.

Reporting and analytics

The system offers comprehensive features for building your HR analytics:

• Dynamic reports on any system data
  The system lets you monitor things like employees' remaining vacation days and plan absence schedules. For example, a report could show how many employees haven't used their entitled vacation days. If needed, you can go straight to the list of these employees and send them a reminder to plan their time off.
• Dashboards for in-depth analysis
  These bring together several reports on one screen, letting you see correlations between different indicators. For example, a dashboard showing the HR department's workload might include a report on how tasks are distributed among different sections of the department, the current status of those tasks, and who is working on them.
• Dashboard customization
  When creating a dashboard, the user determines which reports will be placed on it. This means you can tailor your analytics to your specific tasks and needs.
• Automatic report updates
  An important advantage is that all reports and dashboards are automatically kept up to date. When data in the tables changes, all connected reports update by themselves.
• Ease of working with reports
  You don't need special technical skills or programming knowledge to work with reports and analytics. The intuitive interface lets any HR specialist create the reports they need, verify data, and export information in a convenient format. The system automates most HR processes, and constant data updates ensure all analytics remain current.

Product owners often emphasize that a system like SimpleOne HRMS greatly simplifies working with data and provides everything needed to build a modern HR analytics system. All the tools for reporting and analysis are already built-in. It's easy to collect and analyze employee information, create reports, and visualize data in charts — all in one place, without losing information, making the whole process much quicker.

Conclusion

The implementation of HR analytics has become an integral part of human resource management. By using data, companies can not only identify problem areas in their personnel management policies but also make well-informed decisions to improve their business processes.

A systematic approach to HR analytics — covering descriptive, diagnostic, and predictive aspects — helps create a complete picture of an organization's health. This leads to a deeper understanding of data and better responses to challenges as they arise.

Choosing the right tools for HR analytics is also critically important. Using specialized systems, like an HRMS, can make it much easier to automate, visualize, and analyze data. This, in turn, leads to better management decisions and more efficient operations.

Ultimately, investing in an HR analytics system and modern data tools is key to successful personnel management and sustainable business growth. Companies that understand the importance and benefits of HR analytics can not only make their employees happier and more loyal but also achieve significant financial success.