HR Analytics
Level 4 - Predictive Analytics
- Development of predictive models.
- Scenario planning – looks at “what if’s”.
- Integration with FRS workforce planning.
- Data governance model clearly in place and trusted by staff.
- Measurements of employee engagement through different mechanisms.
- Data used to influence cultural change. Getting accurate pictures of ‘as is’ will help the FRS determine actions.
- Managers empowered with data so they can recognise issues at their level to support decision making.
Level 3 - Advanced Analytics
- Statistical analysis to solve business problems.
- Identification of issues & actionable solutions.
- Data used to support reports and decisions.
- Supports an integrated approach to talent and career management.
- Helps leaders make decisions to create better work environments and maximise employee productivity.
- Supports cultural change.
- Identifying knowledge gaps which help resource allocation for ongoing learning.
- Supports improvements in recruitment and induction processes.
Level 2 - Advanced Reporting
- Proactive reporting for decision making.
- Analysis of trends & benchmarking.
- Customisable, self- service dashboards.
- Gender/Race Pay data used to determine strategies.
Level 1 - Operational Reporting
- Reactive reporting of operational & compliance measures.
- Focus on data accuracy.
- Consistent & timely reports on issues such as sickness, diversity and basic workforce data such as turnover, retirement profiling.
- Compliance with GDPR
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