HR Analytics

Fusion Solution provides consulting services and installation of HR Analytics using Power BI tools according to standards and CMMi3 with over 15 years of experience. The company has a development team of more than 150 people, divided into various businesses, helping the team to have specialized expertise.

New challenges for HR

• Because HR in this era of change must keep up with the situation, analyzing HR data with effective tools is essential for HR today.

HR data analysis is

• Performing analytics on existing data to generate important results and to develop HR strategies that are consistent with the organization.
• Gathering useful information and developing appropriate tools for use in planning.
• Using data to accurately analyze the results to predict future outcomes.
• Systematic presentation of information using technology and statistical tools to support executive decision-making.

Types of data used for data analysis

• Internal corporate information is easily accessible information such as employee history and organizational charts.
• Data from external sources obtained through purchases
• Structured Data is data that has a clear structure, stored in row, column, spreadsheet format, such as working hours, workplace, organizational structure.
• Unstructured Data is data that has no fixed format and is not stored systematically, such as preferences, aptitudes, and interests.

Results of data analysis

• Develop human resource management strategies that are appropriate for the organization.
• Plan manpower to meet the organization's needs.
• Develop personnel at the right point, increase work efficiency, and increase organizational productivity.
• Find people with outstanding talent (Talent) in job positions
• Create a balance between work and employees for employee happiness.
• Improving recruitment and talent acquisition
• Managing employee performance and effectiveness
• Help create a fair compensation and benefits package.
• Effective workforce planning
• Promote learning and develop new skills and skills.

Leave it for further thought.

• HR in the digital age must be agile in using technology and leveraging existing data to meet organizational and employee needs.
• Developing data analysis capabilities for HR, such as building basic statistical knowledge for HR.
• Corporate support in terms of technology is also important in data analysis.
• Having a sophisticated knowledge of statistics alone does not necessarily mean success. If we cannot put the analyzed data into practice, the techniques and results obtained will be in vain.
• Utilizing data does not depend solely on complete information or appropriate statistical techniques, but also on other factors.
  

Reference

• Optimistic HR
• Contact Fusion