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Question: How can I use business intelligence effectively in the HR environment?

Answer:

HR analysis is a general application area for all business intelligence (BI) applications that deal with topics within the HR functional area. Specific applications within the HR analysis application area include:

  • Attrition analysis,
  • Benefits administration and analysis,
  • Compensation analysis,
  • Training and internal education analysis,
  • Hiring and headcount analysis, and
  • Skills management.

Follow this link to read how you can use BI in HR in a university environment.

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Provided by Microstrategy

 

 

Question: How can HR access information so they can foresee upcoming market trends in skills and scarce skills?

Answer:

BI applications allow you to visualise your internal business data. This means that if you have information relating to your employees’ skills sets, you will be able to analyse this information.

To analyse general market information, you may have to be able to access to data from places like Stats SA or other government agencies that provide publicly available information in the areas that you are looking into.

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Provided by Microstrategy

 

 


Question: How would I use BI to enhance the company’s performance management system and how would I use BI to enhance the credibility of my HR department?

Answer:

BI solutions are traditionally used to help companies manage overall business performance management through deploying reports and cubes for analysing corporate data. Other ways may also include:

  • Automating a balanced scorecard that includes business-related KPIs and metrics.
  • Using event notifications that would push information to a specific user based on thresholds that they would set to manage specific areas of the business.

One of the ways using BI tools can help enhance the credibility of your HR department is through managing your HR strategy. This can be done through deploying dashboards and reports that focus on, for example:

  • Attrition rations,
  • Human capital metrics, and
  • Recruitment vs termination statistics.

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Provided by Microstrategy

 

Question:  What typical HR topics should I include in my monthly management report?

Answer:  

Some of the topics that you should, or could, include in your monthly management reports may include the following (depending on your business and the unique issues you may face in your industry, you may have additional requirements):

  • Human capital metrics,
  • Are you meeting your hiring KPIs in terms of, e.g., BEE,
  • Attrition ratios,
  • Who is resigning and why,
  • Recruitment vs termination statistics,
  • Diversity GAP analysis across employment levels across race and gender profiles, and
  • Productivity vs absenteeism reports.

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Provided by Microstrategy



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