HR Metrics, Benchmarking, and Data Analytics

• 1. Improving performance through HRIS

  • This help to tract and analyize that data of an employee so that this allow to choose or to set aside the best performers.
  • Applicant Tracking System
• 2. Benchmarking

  • It’s the comparison of high-performing companies’ results to your own, to understand what makes them better.
• 3. Strategy and Strategy-Based Metrics

  • Measure the activities that contribute to achieving a company’s strategic aims.
• 4. HR Audits

  • An analysis by which an organization measures where it currently stands and determines what it has to accomplish to improve its HR function
• HR audits vary in scope. Typical areas audited include:

  1. Roles and headcount
  2. Compliance with federal, state, and local employment-related legislation
  3. Recruitment and selection
  4. Compensation
  5. Employee relations
  6. Mandated benefits
  7. Group benefits
  8. Payroll
  9. Documentation and record keeping.
  10. Training and development
  11. Employee communications
  12. Termination and transition policies and practices
• Data analytics

  using statistical and mathematical analysis and algorithms to find relationships and make predictions.
• Data mining - is “the set of activities used to find new, hidden, or unexpected patterns in data.
• 1. BIG data - is basically data analytics on steroids.
  2. Big data contains
  3. Volume - The number or data collected
  4. Velocity - The ratio of data has been collected in regards with speed.
  5. Variety - Different kinds of data collected.
• Evidence-based human resource management

  means using data, facts, analytics, scientific rigor, critical evaluation, and critically evaluated research/case studies to support human resource management proposals, decisions, practices, and conclusions.