How to Use HR Analytics for Better Workforce Management

HR analytics allows you to take a data-driven approach to workforce management. By capturing employee data and using it to report on trends in areas such as hiring, pay, and employee development, you can identify opportunities to create programs that support your employees and drive positive outcomes for their performance and engagement.


有效地使用人力资源分析不需要数据科学家团队或过度复杂的人力资源技术。实际上,情况恰恰相反。您可以使用本指南了解人力资源分析并学习如何在组织中应用它。借助这些实用的提示和指导,您将拥有提高工作场所人力资源功能能力的工具,并在提高组织效率方面发挥更积极的作用。

Not sure how to get started with HR analytics? Use the guide to learn the value of using HR analytics to make well-informed workforce management decisions.

在本指南中,您将学习:

  • How to track key workforce metrics using HR analytics.
  • How to use HR analytics for better decision-making.
  • How to make the case for HR analytics in your organization.

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章节1

What Is HR Analytics?

借助人力资源分析,任何规模的组织都可以获得更深的劳动力见解。

HR analytics is a methodology for collecting and monitoring data that can be used to analyze areas of human capital management. It provides insights into HR processes and drives decisions affecting the workforce. Using HR analytics, you can measure people data and present it in a format that enables you to analyze the effectiveness of your HR programs and activities.

最近的甲骨文研究发现,大多数大型组织是currently using HR analyticsto make predictions in areas such as workforce planning (98 percent), turnover (94 percent), and employee development (94 percent). However, the ability to use analytics for better HR decision making isn’t limited to large organizations. Whether you have 100 employees or 1,000, you can use HR analytics to gain deeper insight into which HR actions work, which don’t, and the changes that will result in the people outcomes you desire.

You can use HR analytics to guide HR activities across all areas of the employee lifecycle journey, including:

  • 招聘和入职
  • 员工赔偿和福利
  • Performance management
  • Training and development


在人力资源分析的帮助下,您可以提升决策,并提高人力资源作为组织内部数据驱动的功能。

章节2

人力资源分析为什么重要?

HR analytics harnesses existing workforce data for better organizational performance.

HR analytics helps you understand the factors that impact the productivity and engagement of your workforce. It synthesizes the data your workforce already generates and makes it accessible, so you can spot patterns in hiring and talent management more easily. By跟踪关键劳动力指标, HR analytics can help your organization overcome challenges it may be facing, such as:

人才管道薄弱

当您的招聘工作没有屈服您需要的候选人,您的组织就会感到。鉴于那个average cost per hire is more than $4,000,您需要一条坚实的管道来帮助您有效填补位置。

借助人力资源分析,您可以做到这一点。HR Analytics可帮助您跟踪关键指标,例如雇用时间,每次租用成本以及哪些来源产生最佳候选人。结果,您可以改变招聘活动,并提高人才管道中候选人的质量和数量。

几个因素可能会影响您的招聘成功,包括人才可用性,您的雇主品牌,候选采购方法以及您的面试和选择过程。但是,鉴于这些因素的差异和开放位置之间的差异,可能很难确定招募成功(或失败)的原因。HR Analytics提供了确定招聘胜利和改进机会所需的透明度。

High Turnover

According to a Glassdoor analysis of data from the Bureau of Labor Statistics, the average voluntary turnover rate in January 2021 was25%。尽管营业额不同的行业之间organizations, your organization’s turnover rate may be higher than it should be. If so, you can use HR analytics to understand the causes of turnover and what you can do to reduce it. You can track the following metrics to help you manage turnover more effectively:

  • Turnover by manager and department: Breaking down turnover according to manager or department can help you identify issues unique to a specific part of the organization.
  • Early turnover: By tracking resignations within the first year of employment, you can determine if onboarding needs improvement for better retention.
  • 员工满意度:在员工调查中使用反馈可以帮助您发现可能的营业额。

远程劳动力参与

COVID-19-19要求许多员工在家工作,有些员工可能会留在那里。一项Gartner调查发现74%的公司领导人计划在大流行后保持至少一部分劳动力遥远。鉴于您的组织可能会混合在家里,现场或混合安排中工作的员工,因此您可以从使用HR Analytics(HR Analytics)中受益,以确定保持员工联系和参与的方式。

通过跟踪指标,如员工参与in virtual training courses and employee performance over time, you can pinpoint areas of the workforce that need more skill-building or manager support to maximize performance. From there, you can test new training methods and identify ways for managers to connect with their fully or partially remote teams.

章节3

How to Achieve Quick Wins Using HR Analytics

人力资源分析使用数据来解决当今的劳动力管理挑战。

尽管HR Analytics当然可以确定能够为长期劳动力计划提供依据的趋势,但您也可以将其用于立即影响组织。For example, if you don’t have a clear picture of the diversity of your organization, HR analytics can help you identify your diverse hiring rate as well as the number of men, women, and underrepresented groups in specific roles, departments, and geographies. With this information, you can develop a targeted plan to meet your diversity and inclusion goals.

在员工经验的每个阶段,人力资源分析都可以阐明业务问题并支持知名的人的决策。人力资源分析可以为您的组织可能面临的紧迫问题提供答案。例如,您可以使用人力资源分析来回答以下问题并获得一些证明其价值的快速胜利:

Recruitment and Onboarding

  • Which candidate sourcing methods yield the best candidates?
  • 我们目前的招聘和入职过程的哪一部分需要最多的时间?
  • How long does it take for a new hire to reach full productivity?

赔偿和福利

  • Do we have good pay equity by gender and ethnicity?
  • 员工中最受欢迎或最重要的好处是什么?
  • How have our payroll expenses changed year-over-year?
  • Do we have our overtime expenses under control?

性能和生产力

  • 较高绩效员工的比率是多少?
  • Which training methods or courses lead to the most performance improvement?
  • 每个员工的当前收入是多少?

Promotion and Succession Planning

  • 员工晋升之间的平均角色时间是多少?
  • 我们是否有坚实的才能来支持公司内部的关键角色?
  • How can we track the career progression of our high-potential employees?

With the ability to answer these questions and more, you can solve common talent management problems and position the HR function as the go-to source for accurate workforce data.

章节4

使用人力资源分析的潜在障碍

How to overcome the challenges preventing you from realizing the value of HR analytics.

尽管有价值,但在某些组织中并未使用人力资源分析。德勤最近的一项研究发现,有74%的人力资源管理人员及其高管rated HR technology as important or very importantto their organization, but only 26 percent said they use HR technology and analytics effectively.

Not having access to HR analytics is a competitive disadvantage. Without HR analytics to help you see the full impact of your HR activities, it will be harder to anticipate future needs and identify improvements that will further support your workforce.

There are several reasons an organization may not be using HR analytics or may only be using it sparingly. Here are some of the common obstacles you may encounter and how to overcome them:

  • Not knowing where to start: Sometimes, you don’t know what you don’t know. However, by绘制员工生命周期之旅的阶段, you can identify all the possible areas in which you can use data to identify areas for improvement.
  • Limited understanding of its benefits: If the concept of HR analytics is new to you or you’re not sure how it could help, now is the time to work with a trusted workforce management partner who can connect you toresources that educate and inform
  • 预算限制: HR analytics doesn’t require investing in a separate, standalone system designed for that purpose alone. When you useworkforce management software对于全部薪资和人力资源服务,您可以内置访问强大的人力资源分析和报告。
  • Poor or non-existent integration of HR systems: Using legacy HR systems that don’t speak to each other stands in the way of getting consistent and accurate workforce data. By replacing your disconnected systems with一个集成系统,您可以访问涵盖整个员工的合并分析。

章节5

人力资源分析所需的组成部分

Be sure to have the necessary systems in place for HR analytics to work properly.

To use HR analytics in a way that guides your programs and activities, it’s necessary to have technology that collects data and provides dashboards and reports to help you make sense of the data. To be truly effective, the platform you use for HR analytics must provide:

  • 仪表板可帮助您实时监视员工管理活动。
  • Tools for trackingkey HR metrics例如每位租金成本,营业额,加班费率和员工缺勤率。
  • 您可以创建和自定义的报告以满足您的独特需求。

只需添加一个新系统来执行人力资源分析功能,就无法满足您对灵活报告和数据分析的需求。取而代之的是,您需要一个平台,将所有相关数据汇总在一起,并以易消化和用户友好的方式呈现。除自定义报告外,您的人力资源分析平台应该能够生成标准报告这有助于更有效的人力资源决策,例如:

  • Headcount report: See the impact of hires, terminations, and transfers, and identify teams with staffing shortages or gaps in leadership.
  • Recruiting report:跟踪管道中的申请人,并跟踪从张贴到填充的开放位置的进度。
  • Performance management report:知道您的表现最好以及需要改进的人。
  • Compensation report: Identify trends in payroll and employee time off that may impact your bottom line.
  • Diversity report:使用劳动力人口统计数据来填写多样性合规性表格,并遵守您的多样性指标。

By using an integrated workforce management system, you avoid having to get one set of numbers from one system, and another set from another system. You can use one platform to deliver relevant, real-time data in the areas of recruiting, payroll, HR compliance, time and attendance, and others.

章节6

如何为人力资源分析做出理由

Help the c-suite and other relevant stakeholders see the value of HR analytics.

As with any other initiative or program you want to introduce to your organization, you’ll need to demonstrate the value of HR analytics and how it can deliver a strong return on investment (ROI). Though you may be convinced, you’ll also need to gain support from others in your organization, including senior leadership, key managers, and the rest of your HR team.

采取这些步骤来为您的组织中实施人力资源分析的理由:

  • 阐明与管理员工有关的现有和预期的挑战。例如,也许您不知道招聘工作的成本是多少,或者您对如何改善保留率缺乏足够的见解。
  • 证明人力资源分析如何与组织策略保持一致,并可以帮助您取得进步成功的关键因素,例如劳动力计划,公司文化,员工健康和参与。
  • Enlist support from relevant internal stakeholders who can also benefit from HR analytics, including finance, legal, and payroll.
  • 描述开始使用人力资源分析所需的内容。请记住综合人力资本管理(HCM)软件除了其人力资源和薪资功能外,还包括HR Analytics功能,因此您无需投资单独的HR分析系统。
  • Develop and communicate short- and long-term plans detailing anticipated improvements and the timeline to start seeing the effects of HR analytics.

章节7

What Is Predictive Analytics?

使用历史劳动力数据来指导未来的人力资源活动和计划。

预测性人力资源分析通过帮助您预测与员工相关的未来趋势来提高分析功能。它与标准分析不同,因为它使您可以对员工和人力资源计划的未来影响做出预测。

Predictive analytics uses decision science, artificial intelligence, and other tools to help you manage talent costs, skill shortages, and inefficient processes. Predictive analytics can also improve organizational competitiveness. A 2020 IBM study found that organizations who outperformed their peers weremore likely to be using predictive analytics in HR

预测分析可帮助您更积极地使用人力资源数据,使您可以采取诸如:

  • Identifying which skills lead to high performance among your employees, and configuring your applicant tracking system (ATS) to search for those skills.
  • Creating personalized training programs tailored to the learning and development needs of individual employees.
  • Using historical workforce scheduling data to determine optimal staffing levels at different times of the year.
  • 预测当员工将leavi的风险ng the organization.

章节8

结论:通过人力资源分析提高人力资源ROI

HR analytics helps both the HR function and the broader organization.

Regardless of your organization’s industry or stage of growth, HR analytics can play a valuable role in helping you understand which HR programs and activities drive employee performance and engagement. Whether you need to increase the efficiency of your recruiting efforts or you want to understand the link between employee absences and payroll costs, HR analytics presents organized and accurate data to help you take targeted action.

当今的综合人力资源技术为您提供了了解整个员工体验的劳动力数据趋势和模式的工具。多合一的劳动力管理软件生成准确,合并的报告,讲述了您从雇用到退休的员工的故事。借助此数据,您可以证明人力资源的全部价值,并为组织领导者提供新的见解,以支持劳动力绩效。要了解有关FUSE WorkerForce Mabeplay88体育nagement HCM软件如何提高您的人力资源分析能力的更多信息,schedule a free consultation

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    人力资源资源常见问题解答

    How does HR analytics improve human resource management?

    HR analytics supports more effective human capital management by presenting data in a way that can be used for better decision-making. It provides insights into the workforce and the effectiveness of HR activities and programs. Using HR analytics, HR teams can understand issues such as high turnover, a poor talent pipeline, and skills gaps across different groups in the organization. With data and reporting to help you see trends in these areas, you can take steps to make improvements.

    How can HR analytics transform the workplace?

    人力资源分析可以通过确定关注的领域,提供必要的数据并显示特定行动如何解决这些领域来改变工作场所。例如,如果您的组织在新员工中经历了高营业额,那么HR Analytics Solutions可以确定营业额最高的领域,无论是在特定的工作职能中还是在特定的经理中。例如,当您进行更改,例如,您的入职活动时,您可以继续监视营业额率以捕获新的入职过程的影响。

    What is the purpose of HR analytics?

    人力资源分析可以识别您的劳动力趋势,如果没有数据,可能不会那么明显。例如,您可能会怀疑自己没有通过性别和种族实现薪酬公平,但是人力资源分析可以确定地告诉您。它使识别具有更多股权和需要更多调整的区域的区域变得更加容易。此外,在识别需要改进的领域,人力资源分析还改善了人力资源ROI。通过提供允许人力资源创建支持员工经验的目标计划的见解,人力资源分析为人力资源分析提供了时间来花费为劳动力提供最大价值的活动。

    人力资源分析中使用的关键HR指标是什么?

    根据您要分析的组织,行业和员工的各个方面,您选择的人力资源指标几乎是无尽的。但是,人力资源分析中使用的一些关键指标包括:

    • 是时候雇用了
    • Cost per hire
    • Employee engagement levels
    • 周转率
    • 工作场所多样性
    • 工资支出
    • 员工生产率水平
    • 培训费用

    人力资源的投资回报率是多少?

    HR ROI, meaning the return on investment of HR activities and programs, is a metric that illustrates the value of HR. HR analytics is particularly valuable in demonstrating HR ROI because it helps you better understand which HR actions drive employee performance and engagement. A strong HR ROI builds credibility for the HR function and allows company leaders to see the positive impact of HR throughout the entire organization.

    您如何实际管理员工?

    Managing employees virtually is nothing new for some organizations. However, for many others, the pandemic resulted in a dramatic increase in employees working remotely. To manage employees working from home and alternate locations, businesses must integrate cloud-based workforce management technology that is fully accessible from any location.

    灵活的人力资源技术使您可以在不依赖电子邮件或纸质表格的情况下实际上雇用,上机上和管理员工。其他工具,例如视频会议应用程序和协作平台,使您可以在远程环境中与员工保持联系。

    How do you effectively manage a remote workforce?

    Managing a remote workforce requires tools that connect employees even when they are physically apart. The key to these connections is technology that enables communication and collaboration. Another essential tool in managing a remote workforce is an integrated HR system with self-service capability. When employees can access important information and forms such as pay stubs, W-2s, and benefits enrollment information, they can focus on being productive rather than chasing HR or a manager for basic information.

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