HR Predictive Analytics enable HR to forecast the impact of people policies on the well-being, happiness and bottom line performance of candidates, employees and business partners.
Predictive analytics are a quickening trend in Human Resources.
Even though a lot of people talk about predictive analytics in HR, hardly any organizations are really able to tie success in HR with success to the bottom line.
In fact organizations today need to be able to use predictive analytics for a wide range of functions, especially to:
- measure employee engagement and workforce perceptions
- monitor impact of business interventions
- predict employee performance and
- predict employee turnover
By applying predictive analytics to business data, HR should be able to add value as a strategic partner that relies on proven and data-driven predictive models, instead of relying on gut feeling and soft science.
According to Deloitte’s Global Human Capital Trends 2014 report, just 14 percent of HR departments are currently using data analytics.
That compares to 77 percent of operations organizations, 58 percent of sales organizations and 56 percent of marketing organizations.
Even worse, few organizations are capable of producing predictive models for HR.
According to Deloitte’s Global Human Capital Trends (2016) report, only 16% of the organizations worldwide had this capability in 2015.
I imagine the number of companies here in the Philippines successfully doing HR Predictive Analysts is even less.
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