How Do You Use Data Analytics to Inform HR Decisions?

How Do You Use Data Analytics to Inform HR Decisions?

Diving into the transformative power of data analytics in human resources, we’ve gathered insights from HR managers and CEOs on its practical applications. From identifying training gaps to redesigning onboarding processes, explore the four specific examples these professionals provided on using data analytics to guide HR decisions.

  • Identify Training Gaps with Data
  • Reduce Turnover with Onboarding Data
  • Refine Recruitment Using Analytics
  • Redesign Onboarding Processes

Identify Training Gaps with Data

Data Analytics has efficiently helped our team identify gaps in employee skills training so that we can develop plans for their personal or team development. Taking data from previously completed training courses, or inputting specifics from their CVs when they joined the business, helps easily flag where the gaps are in order to fill training obligations.

Having the data to analyze means we can group together employees to provide courses at the right time, before certificates may expire or to achieve as part of their development reviews. Using this data also allows us to recognize if there are any individuals who are taking longer than expected to complete their training and who may require more support, and be flagged to their line manager.

Wendy Makinson
HR Manager, Joloda Hydraroll

Reduce Turnover with Onboarding Data

A specific example of utilizing data analytics in HR decisions comes from our effort to reduce turnover rates among new hires. By analyzing data from exit interviews, engagement surveys, and performance metrics across different departments, we identified a trend of early departures among employees who felt under-prepared for their roles.

To address this, we implemented a data-driven onboarding program tailored to individual learning speeds and competency gaps. This approach led to a 25% reduction in turnover within the first six months of employment, demonstrating the power of data analytics in making informed HR decisions and fostering a more engaging and supportive workplace environment.

Rehana Aslam
Human Resources Coordinator, Oh My Luck

Refine Recruitment Using Analytics

In our recruitment process, we’ve harnessed data analytics to refine our candidate selection methods. By analyzing data from past recruitment cycles, including application sources, interview outcomes, and employee longevity, we identified patterns that helped us improve our job postings and select channels that attract the best-fit candidates.

This approach has not only streamlined our recruitment process but also increased the retention rates of new hires, demonstrating the practical impact of data-driven decisions in HR.

Ana Alipat
Recruitment Team Lead, Dayjob Recruitment

Redesign Onboarding Processes

In my experience, one specific and impactful way I’ve used data analytics to inform HR decisions was through the analysis of employee turnover rates. By closely examining patterns and trends in the data, we identified that a significant portion of turnover was occurring within the first six months of employment. This insight led us to conduct a deeper analysis of our onboarding process, employee engagement levels, and the initial challenges new hires faced.

For example, we utilized exit interview data, employee satisfaction surveys, and performance metrics to pinpoint areas where new hires felt unsupported or underprepared. The analytics revealed that many new employees struggled with understanding the full scope of their roles and integrating into the company culture.

Armed with this information, we redesigned our onboarding program to include more comprehensive job training, mentorship opportunities, and social integration activities. We also implemented regular check-ins for new hires during their first six months to provide additional support and gather feedback on their experience.

The result of these data-informed HR decisions was a significant reduction in turnover rates among new employees, leading to lower recruitment costs and a more engaged, productive workforce. This example underscores the power of leveraging data analytics not just to identify problems, but to implement targeted, effective solutions that address the underlying issues.

Bruno Gavino
Founder, CEO, CodeDesign

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