Pilar - Predictive Analytics for Human Resources: Everything you need to know about Predictive HR Analytics (2023)

HR predictive analytics is changing the way companies do business and HR professionals are key players in determining company growth. Here we explore how predictive analytics can help strategic planning improve processes for business success.

Executives also recognize the importance of predictive people analytics to the bottom line. Executives know that human error and long lead times affect their ability to make real-time decisions for their business.

Even those who rely on an enterprise or end-to-end system recognize these different modules or streams of the best HR technology applications. , or was loaded incorrectly. However, the majority use top-of-the-line solutions, with each system designed to do what it does best, but few are geared towards reporting or data normalization.

Before we go into everything, let's first define exactly what Predictive Analytics for HR is and how it can be used.

• Predictive analytics for HR is a powerful tool that has made HR professionals key players in determining a company's growth direction.
• HR predictive analytics software can be used to make talent decisions, reduce turnover rates, increase hiring accuracy, and improve employee engagement.
• A predictive HR analytics platform helps organizations spot performance gaps before they become bigger problems and identify areas where employees are struggling or may have more room for improvement. This information can help identify potential training programs or other interventions that may be needed to fill these gaps. It also provides data on which employees are likely to excel at their jobs and which employees are best suited for different roles.
• HR predictive analytics software is also a useful tool for companies as it can help companies reduce their turnover rates by identifying the conditions that lead to high turnover. By finding patterns in employee turnover data, companies can determine how to retain their best employees and take action to prevent turnover.
• Predictive analytics software for HR enables HR departments to predict employee turnover rates in their organizations, monitor the effectiveness of compensation and benefit programs, determine who has the greatest potential for advancement within an organization, and more.

HR plays a crucial role in shaping a company's brand and contributing to its growth, from hiring the right candidate, to ensuring high engagement and a positive employee experience, to exit.
HR can use predictive analytics to improve employee assessments before they are hired and throughout their tenure with the organization. The results of these efforts are action points that positively impact organizational outcomes.

Human resources are a key factor in corporate success. But predictive analytics can help HR have an even bigger impact on the bottom line. This is because predictive analytics helps evaluate employees before they are hired, during their tenure, and after they leave.

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By collecting historical data, internal and external events, demographics, compensation, mergers and acquisitions, including compliance, engagement and training data, you can predict retention spikes, employer brand effectiveness, performance, operational productivity, employee acquisition trends and workforce. Talent, peak hiring and even where top performers have been recruited. It can even tell you which of your job seekers are most likely to stay with the company for years or leave within six months!

This helps business leaders prepare in advance and forecast events so they can mitigate risk or capitalize on successes and/or market events. Predictive analytics software for HR improves HR metrics by providing actionable insights that positively impact business outcomes.

Predictive HR analytics improves pre-employment assessments of employees and identifies which candidates are most likely to stay for years or leave within six months. When employing predictive analytics software during recruitment, the typical time to result is reduced by 50%.

Trade costs the US economy more than $30 billion a year; Predictive analytics turns employees into assets through predictive retention models and identifies what drives an individual to leave or stay with a company. A predictive model can determine when someone is ready to quit, depending on several variables, including their role in the organization, years of experience, and manager.

Additionally, predictive analytics in HR is useful throughout the tenure to determine which employees are most likely to be hired or even promoted. Monitoring forecast data during an employee's tenure can allow managers to offer additional training or support, which can have a positive impact on motivation and job satisfaction.

Predictive analytics in human resources is a predictive model that collects data from a person's affiliation with the company and their performance on job tests to measure how successful they can be as they move through the company.

• Find out if you are achieving your diversity goals
• Identify recruitment bottlenecks.
• Track the number of employees against the plan
• Decide when raises are most effective
• Match demographics to performance
• Rebrand your employer based on travel time
• Use employee survey data and exit interview feedback to create your succession plans and train managers
• Understand how M&A impacts your productivity
• Find the best people space for your new location
• See which hiring managers are failing interviews or causing bottlenecks

• Number of employees:Actual vs. plan, headcount, new hires and deadlines, headcount growth, workforce planning, headcount by performance, headcount by seniority, headcount, employee demographics
• Talentsuche:Actual Hiring vs. Forecast, Talent Acquisition Overview, Hiring Statistics, Total Cost per Hire, Time to Hire, Sources of All Hiring, Job Posting Overview, Job Openings by Department, Current Candidate Activity, Skills Heatmap, Talent ENGAGE (embed other software applications into PHR)
• retention:Continuous annualized attrition, termination, attrition rates for all, annualized for all, global employee retention, global attrition reason, 90 day forecast global attrition reason, employee risk list, employee risk map, event turnover, AI turnover analysis, turnover indicators, retention perspective, promobility, tenure, tenure, detailed attrition , search results by organization, search results by department, engagement and satisfaction by department, prediction paths
• Perfomance:Organization Summaries, Employee Summary, Performance (9 boxes), Executive Summary -incl. Key actions to take and retention risks
• Productivity:Employee goals, employee-centric goals, data integrity engine, industry and location-specific workforce planning, people's impact on sales

Many professionals are looking for an AI platform that uses disparate systems, applications, and data sources and merges and normalizes the data, removes duplicates and errors, and then creates role-based lenses based on internal and external people, financials, and operational data to provide reports and visualizations.

Predictive HR software differs from predictive analytics software. HR prediction software is used to make predictive decisions about the workforce itself, e.g. B. Predictive hiring and predictive attrition for better forecasting. Predictive analytics software, on the other hand, is used to optimize your business by showing you what you need to improve in order to grow and continue to lead into the future.

Want a sample Human Resources Predictive Software? Imagine if your company did predictive hiring and predictive turnover so you could predict who might leave and who might come into your role, we can even do predictive succession planning! We'll show you how predictive analytics can help by analyzing your data and letting you know where improvements are needed.

It's not just about predictive HR software, however. There is also predictive analytics for HR as a whole. Predictive Analytics uses data to make predictions about the future, helping us better understand our workforce for future success and discovering what we don't already know or where we can improve.

Predictive analytics in HR is evolving rapidly. Now HR departments can predict when an employee might leave, when they're ready to retire, when things just aren't working out, and more. In this way, recruiters can make the right decisions for their company's employees, save on turnover costs, find qualified candidates for open positions and improve the hiring success rate.

Basically, predictive analytics helps predict the future prospects of one or both parties. the individual's potential to pay over time and assign a specific limit. You provide predictive analytics by applying predictive analytics to examining big data sets that help predict the future and move you forward.

As the hype surrounding big data and analytics grows, making analytics a booming market, many organizations are leveraging data to facilitate digital transformation in all aspects of their organization.

As companies in all industries grow, more and more data is available. As a result, companies are struggling to find a solution that facilitates the retrieval and reporting of HR data from multiple HR and non-HR systems.

Predictive HR analytics can help you predict who will leave your company and when they are ready to retire. HH.'s predictive HR software, PREDICTIVEHR™, helps HR professionals. H H. They help make the right decisions for your company's employees by analyzing data and informing them where there is room for improvement.

To improve efficiencies across the enterprise, companies need high quality data to improve the accuracy of their analyses.

How can this be fixed? Use advanced analytics to turn big data into insights and actions. So how do companies use data analytics to inform and improve strategic and operational decisions?

Below are some statistics showing how the analytics application can generate new insights, control organizational costs, increase profitability and manage talent.

• In HR.com's most recent 2019 Big Data and Analytics survey, the majority of HR professionals gave their organization low scores on the overall ability to collect, assess, visualize, and share high-quality talent analytics. Only 36% of recruiters state that their company is good (23%) or very good (13%) in these areas.
• Few HR professionals make extensive use of talent-focused reports or scorecards.
• Only 26% use descriptive talent analysis to a high or very high extent.
• Even fewer (15%) use predictive HR analytics to the same extent.
• Even fewer (14%) use prescriptive talent analytics.
• Talent analytics is most important in five key functional areas:
  • Compensation (50%)
  • Recruitment and Selection (43%)
  • Organizational development (42%)
  • Customer retention (36%)
  • Succession planning (33%)
• In the most recent HR.com Big Data and Analytics survey 2019, only 22% of HR professionals said. H H. say they often or always integrate non-HR data. H H. with data from RH HH., although a third (33%) sometimes include this type of data.
• Three practices are widely cited as helpful for improving talent analysis:
  • Constant and regular data collection.
  • Turn data into insights
  • Share data or knowledge with others.
• Only 9% of respondents totally agree that research projects help maximize the value of talent analytics, while another 27% tend to agree.
• The three most commonly used business intelligence or HR analytics solutions are:
  • Spreadsheet software (50%)
  • Analytics tools built into HRIS/HCMS (38%)
  • Analysis tools integrated into other HR systems, e.g. B. an ATS (30%)
• Most HR professionals consider these resources to be the best way to present talent reviews:
  • Graphic presentations (e.g. PowerPoint)
  • Spreadsheet calculations (45%)
  • Interactive visualizations (34%)
• In HR.com's most recent 2019 Big Data and Analytics survey, only 23% of HR departments agree or strongly agree that their organization has implemented a big data platform that delivers actionable insights.
• More than two-thirds of companies using big data initiatives have seen a reduction in operational costs. (Lefttronic, 2019)
• About 40% of companies say they often need to manage unstructured data (Forbes, 2019)
• Organizations using big data have seen their overall costs decrease by 10%. (Entrepreneur, 2019)
• 97.2% of companies are investing in big data and AI. (Business Wire, 2018)
• By 2020, 80% of organizations will begin to specifically develop data literacy skills. (Gartner, 2018)

Without big data and analytics, achieving organizational efficiency and driving change will be difficult. Without a data-driven approach, companies will struggle to achieve organizational efficiency and drive change.

Analytics can help leaders create a new mindset that fuels new behaviors, how data influences different decision-making styles, and how people may use predictive analytics in HR in the future.

It is common for companies to conduct a company-wide satisfaction survey to measure employee engagement. However, the results of these surveys are heavily influenced by the honesty of the participants. There is no doubt that management tells employees what they want to hear, although 48% of employees believe such studies do not accurately reflect the company. This record can be considered compromised.

Take control of your organization's retention rate by eliminating your employees' emotions and misinformation. Instead, use the data you already have about your employees. Note the demographics. Also consider business factors such as benefits, salaries and promotions, paid time off and sick days. By analyzing factual data, you can eliminate employee attitudes about their work and any inaccurate information presented in surveys. The data should speak for themselves, without emotions getting in the way.

Using the information you collect, the analyst identifies patterns in the data. For example, he or she might see a link between churn and customer retention. For example, do employees who live less than five miles from the office stay with the company longer than those who live farther away? Are employees who have received a large holiday bonus more likely to stay with the company than those who have received a smaller annual bonus? When properly analyzed, correlations between demographics provide valuable insights.

The next step is the same whether you use a human analyst or predictive AI. Provide your management team with the tools and support they need to understand the insights from the data before starting to develop an action plan. Describe how the information was developed and what it means for your department or industry.

So join us at aStrategic planning sessionwhere each will exhibit the fruits within their reach as well as the essential projects essential to their sector. Use data-driven insights to develop an action plan.

Employees with dependents who have health insurance may take more paid leave than employees without dependents. Consider providing employees with flexible work, time off, or working from home to make up for hours lost on appointments, child sporting events, or when a childcare worker is unable to come to work. Consider budgeting for retaining experienced, well-qualified employees who will remain with the company for three years after receiving a year-end bonus.

Only20% of employees believe their bosses will actabout the search results. Prove them wrong by actively making changes. Share where you got the data to make these decisions. Regardless of whether you use AI or hire a third-party team to do ithelp you make strategic decisions, your team needs to know that you're not making changes just to ruin everyone's day. This transparency not only lets them know that action is being taken, but also that the company values ​​employee retention.

The importance of the institution aPeople-Analytics-ProgrammIt is generally known. People Analytics enables HR professionals to simplify their decisions by streamlining complex data into actionable insights that support employee initiatives. However, despite the many benefits of implementing a data-driven approach, many organizations have not fully integrated analytics into their HR strategy. Why?

Common misconceptions are somewhat to blame. Organizations not only miss out on significant cost and time savingsperson analysisThey can provide it, but they are willing to lag behind the competition to find, attract, hire, engage and retain the right talent.

To be honest, misconceptions about people analytics have kept companies from adopting a data-driven approach. Let's go deeper:

If there's one thing companies are passionate about, it's people. However, as more people enter the labor market, it can be difficult to discourage others from changing or leaving their jobs. According to a study65% of employeesThey think they can find a better position elsewhere. So how can companies move forward and minimize the problem of employee turnover? People Analytics is the answer.

With voluntary layoffs on the rise, managing employee retention is a goal for many companies. To actively gain insights into how to reduce employee turnover, organizations need to gain a deeper insight into the true causes of turnover affecting different parts of their organization.

Businesses around the world use people analytics to assess the critical factors that impact employee turnover. Integrating people analytics into any organization provides significant insights and benefits that enable organizations to make more informed and impactful workforce decisions. So how can people analytics help improve your bottom line?

We all know turnover is an issue, but how big is it?

Did you know:

• More than3.5 million Americanscancel every month?
• zu Medianstaff stabilityamong workers in the United States is 4.2 years.
• AccordinglyUS Census Bureauthe average turnover rate in the US is around 12% to 15% per year.
• A report from the Center for American ProgressAttrition can cost organizations anywhere from 16% to 213% of an employee's lost wages.
• More than50% of all organizationsaround the world are struggling to retain some of their most valuable employee groups.
• On average, a higher retention rate can maximize a company's profits.up to four times.
• Employees who don't feel recognized when they do a great jobare almost twice as likelySearch work.
• Between60 bis 70%of all employee turnover is voluntary.
• Employee turnover costs everywhere16% to 213% of annual salarydepending on the position.
• Companies that scored highly in employee training saw53% less abandonment.

What are thecommon drivers of employee turnoverUSA United States.?

• Personal/Family (57%)
• Opportunity for advancement (35%)
• Career change (27%)
• Base Salary (24%)
• job satisfaction (24%)

Right now, storage is everyone's problem. To stay on top, organizations need to develop proactive retention tactics and apply them across the enterprise.If?Using an analytical approach such as B. People analytics to identify flight risk factors and harness the power of data to drive action.

Identify the problem. Identify the causes of high turnover to assess whether significant damage has already been done. Calculation:

• Dropout Rate: Indicates which segments drop out. Is it your best employees, executives or managers?
• Business Metrics: People Analytics provides a broader view of how employee turnover is affecting your business, helping you take proactive action faster.

Discover the causes of churn. Now that you know there's a churn problem, People Analytics can drill down to help you find itWhyyour employees leave. Calculation:

• Key Drivers: Conduct an in-depth analysis to determine what factors are driving rotational reformatting retention strategies with insight rather than intuition.
• Uncover Correlations: Find out how employee turnover affects categories such as compensation, promotions, raises, performance and opportunities for improvement. With the insights at hand, managers can support their decisions on how to improve development opportunities, benefits and promotions, manage costs and retain the right people.

Identify which groups are experiencing turnover. Remember that not all sales are bad. With people analytics, teams and HR professionals can assess which groups are attrition, whether underperforming or highperforming, and assess the impact that employee attrition is having on the organization. Calculation:

• Evaluate employee attributes. Analyze who is at risk of retirement based on key characteristics such as location, role, age, diversity, performance and more.
• exit risk. People analytics enables companies to predict employees who are at risk of leaving the company before submitting their resignation letter. PREDICTIVEHR gives managers at-a-glance insight into analytics and reports to spot problems before they happen with powerful, visual and predictive tools.

Design an effective employee retention program. Once you identify the issues that cause employee turnover, you can focus on creating an employee retention program to keep the key people in your organization.

• internal mobility. Assess and review employee skills and attributes to determine which internal candidates to hire for specific roles within your organization before hiring candidates. Hiring managers can also look externally for other vacancies and hire candidates as the job market demands.
• Offer more promotions. Are employees leaving for lack of advancement opportunities? Assessing the percentage of individuals who have been promoted from the organization they worked for at the beginning of the review period allows organizations to assess which employees deserve a promotion.
• New Hire Performance. New hire performance can provide insight into how well new talent fits and performs in the workplace and whether the onboarding program needs improvement.
• Identify recruitment trends. Data on past and current hiring strategies and workforce planning can help HR teams improve L&D programs to ensure team members have the skills needed to fill or fill other roles.

Reducing employee turnover cannot be addressed when companies are still working with multiple different systems or are still using spreadsheets to manage their workforce. Not only does this result in a scattered and disorganized process, but it also makes it difficult to assess what is happening in your workforce. So what is the right solution to help you? PREDICTIVEHR is a game changer.

At PREDICTIVEHR, we provide companies with human resources analytics so they can make the right business decisions to reduce employee turnover. With the ongoing support and HR expertise of our team, we help HR professionals understand their workforce, forecast talent trends, reduce attrition and make evidence-based predictions.

Many companies today are at a turning point. In this ever-evolving era of big data, organizations have access to vast amounts of data that were previously unavailable. However, with all this data available, both internal and external, the amount of data seems to dwarf the quality of the data and the insights that the organization's HR leaders and executives can derive from it.

The data remain relatively fuzzy and imprecise. It takes analysts weeks to gather, collate, and cleanse the data before they can begin extracting meaning and insights as they smash through multiple spreadsheets. And when they've finally accomplished their Herculean task, it's time to start next month's report.

The data then becomes a lagging indicator.

By waiting for all the data to be collected and spending time creating analytical reports, executives who rely on these insights are often two or more weeks behind business reality.

Executives know that human error and long wait times affect their ability to make real-time decisions for their business. Even those who rely on an enterprise or end-to-end system are familiar with these modules or different streams of the best HR technology applications that don't actually communicate. As a result, people responsible for data cleansing often misclassify and duplicate data, classify it into different naming structures, or misload it. For example:

• Wrong departments: Claiming that an employee works in the sales department when he works in the finance department.
• Employee salaries converted from one currency to another: Incorrect conversion of an employee's salary from US dollars to euros.
• Job Reclassifications: Treat independent contractors like employees.
• Organizational Reshuffles: Forgetting to account for small changes in key functions and reporting during a regional growth initiative or merger.

If you use a full solution, you can only report data stored on that system. Overlaying data from any external system is typically a manual and time-consuming process.

However, the majority use top-of-the-line solutions, with each system designed to do what it does best, but few are geared towards reporting or data normalization.

With the right tools to cleanse and provide a granular view of high-quality data, organizations gain actionable insights into their workforce to improve operational efficiencies, reduce burnout, and identify new business opportunities. However, when data is misclassified, stored in spreadsheets, or comes from disparate internal and external systems, business initiatives cannot be completed or, worse, delayed enough to facilitate bad business decisions.According to a study, 98% of companies believe they have inaccurate data.

Unfortunately, many organizations today tend to adapt poor data management practices to gain the insights they need to solve their business problems and support their decision making. Without a centralized and standardized approach to data management, data inconsistencies will continue to exist, leading to reactive rather than proactive decisions. Additionally, executives are devoting more capital and operational resources to storing data rather than using it to analyze how to improve day-to-day operations.

So what's the solution?

Simply put, the approach starts with improving the organization and understanding the workforce data. Only then can you predict the results.

With transformative changes across the industry, organizations need to shift from traditional data management approaches to a proactive approach that breaks down data silos, cleanses and normalizes data, and prioritizes business intelligence over data.

Your HR data must provide the near real-time information you need to make the right business decisions.

Today, inefficient data aggregation is a major component that limits query quality. With varying amounts of company records, both internal and external, data may coexist in multiple HR systems or spreadsheets across your organization. Most of the time, these systems are not interconnected, which negatively impacts your data usage and the overall quality of your data.

Implementing a proficient people analytics solution can be the answer to your query quality issues. The right people analytics software gives executives a 360° view of data, adding value to the data organizations already have. However, you want to be sure that the right solution can support the aggregation of any type of data from any data source, whether it's your sales, financial, operational, or foreign market and industry metrics.

With a platform to aggregate and cross-reference your HR data, you can solve virtually any business problem:

• Track headcount with plan and link it to bottom line results
• Spot wear before it occurs
• Identify recruitment bottlenecks.
• Decide when raises are most effective
• Use employee survey data and exit interview feedback to increase employee engagement and empower managers
• Increase internal mobility and retention efforts

Every leader claims that talent is their differentiator, but how many really know the numbers behind employee productivity, employee skills, talent acquisition and what really drives employee retention?

In the information age, it's crucial to have proper data cleaning methods in place to ensure your decisions are based on fact-based statistics and not heartbreaking results. Historical data should be viewed as an asset to your business. But how?

The answer could be simple if you can devote the time and tools to understand how data is developed, stored, managed, managed, accessed, analyzed and reported. For executives, it's about knowing what data you have, identifying where it's stored, and planning how you'll record, monitor, and measure the quality of the data you have. According to HR.com's 2019 Big Data and Talent Analytics report, nearly 50% of respondents described data collection or cleansing as "difficult" or "fairly difficult".

By using a people analytics solution, you can reduce the manual effort involved in validating data. The right people analytics platform not only cleanses your data, it also reveals errors and gaps in your datasets so you can quickly find actionable insights. Most importantly, we analyze the data to tell the story of your business.

For every company, department, team and individual leader, the numbers to know are not simple, they are clear. Executive teams can plan ahead with insights powered by enterprise, demographic, and industry data that are accurate, clear, deduplicated, and consistent across systems. Some leaders know exactly where their employees or employees' problems lie, but for many, both the problem and the solution lie in the data. Here are some common problems that can be solved faster with clean and organized datasets.

Why do we have an avoidance problem?

Where do our employees have the greatest impact on sales and revenue?

What qualities make high performers?

What is the long-term impact of our employer branding?

Once your leadership team has resolved some common workforce issues, you can begin to mine the clean data already in place and gain a more credible view of business needs and pain points that may be unique to your organization. More importantly, many sensitive workforce issues are not found until the data is compiled in-house and compared to historical or demographic data.

According to HR.com's Big Data and Analytics survey, organizations rank talent analytics as their top priority in five key functional areas:

• Compensation (50%)
• Recruitment and Selection (43%)
• Organizational development (42%)
• Customer retention (36%)
• Succession and planning (33%)

Cataloging your data according to your purposes establishes criteria to define how your organization will use the data and the purpose for which it is used. Ensuring that the data is accurate and up-to-date can help you get the maximum benefit from your data analysis.

You can't solve any of the above problems if you have dirty data that only a few of your executives can access at the same time.

If you want to use your data effectively, you need to go through data normalization. Data normalization enables organizations to eliminate anomalies and redundancies that make it difficult to report data or provide accurate information across systems.

Some of these anomalies result from deleting data, entering additional information, or updating existing information. For example, you may have classified an employee as part-time when he or she works full-time, or you may have multiple records for an individual but define different roles for them in the record. Data normalization allows you to correct possible errors in your dataset.

In addition, data normalization resolves any conflicting working data in your datasets. Therefore, data normalization addresses and solves this problem before organizing your data structures.

After completion, the data is available in a uniform format for further processing and analysis. Finally, data normalization consolidates business data into an organized structure. With data normalization, the information contained in a database can be used to create visualizations or analysis, whether performed by a team of experts examining your organization's data or by an individual examining their own data. Without data normalization, any organization can collect all the data it wants, but most of it will go unused, taking up storage space and not providing much benefit to the organization.

Now that there are no more redundancies or errors, HR teams have an easier time changing and updating data in their HR systems and getting accurate information.

Each role has different responsibilities and uses of data that can impact the important decisions they need to make. Therefore, they need to see different sides of the same data to better understand how to move forward.

While it can seem daunting to provide quality information for various business functions, it doesn't have to be difficult. Investing in data as a strategic asset and improving business performance is an option for businesses of all sizes. To improve your business outcomes, you can ensure you have a people analytics solution and strategy in place to develop intuitive insights based on objective statistics to mitigate risk and plan ahead.

PropheticHR aggregates, cleanses and normalizes data across multiple systems into actionable insights and transforms them into dynamic, real-time pictures that HR leaders can receive instantly. With the power and quality of clean data, organizations can uncover attributes like employee performance, turnover, recruitment, engagement and more, while getting the support they need to improve their workforce's outcomes.

Data can be used as strategic asset and to improve organizational performance for businesses of all sizes. Take control of your business using the data you own. When emotions are removed from the equation, factual data can be analyzed to identify trends. Use the insights provided to improve engagement, retention, and therefore business.

did you know thatabout 70%of full-time employees are working from home due to COVID-19? what's more54% of workerswould like to work from home after COVID-19 resolves.

Employees no longer want to work in a physical office where everyone gathers to work. There is a trend to work remotely for companies across the country. The future of work will largely depend on technological progress.

PropheticHR is the future of work, bringing all your data, metrics and recruiting solutions together in one place. You can discover your diversity goals, track headcount, rename your employer, and more.

system interoperabilityenables unrestricted data exchange between different systems. It is the basic ability of different computer products or systems to connect to each other and exchange information.

PropheticHR enables systems to connect and share information so your team can work together in harmony. We can manage the implementation so you can focus on your team.

Every leader says talent is their differentiator, but how many really know the numbers behind people, productivity, acquisition and retention? This is where predictive HR analytics comes into play. To find the right predictive people analytics software for your business, you need to determine what features you need. Use this list to narrow or broaden your definition of key HR metrics.

At a minimum, your new HRM analytics system should integrate with any employee or person systems that you have data in today. Generating reports in formats that all executives can digest and understand is another key capability required to get the most out of your HR analytics platform.

Mandatory functions:

• Integrates all your personal and financial systems
• Point and click reporting capability
• Overview glasses show trends and information
• Export to PDF, PPT and other formats for non-users
• Product-wide filters include regional, role-based, and organizational filters

Once you have established your non-negotiable points, you can move on to the next level of software evaluation, cool features. While none of this is necessary to make your data work for you, when investing in predictive people analytics software every day, consider the things that make your life easier. carry.

Good that there are functions:

• Each data point can be broken down into granular data with a single click
• Easily share visualizations and reports and download them directly from the dashboard
• Maintain data integrity with single sign-on, so data can be traced back to the original system if necessary
• Change access based on user role to ensure everyone can only access the data they need
• Comparative data included

Once you've found a platform that suits your needs (and your desires), you might want to spend a little time thinking about what would really move the needle in a meaningful way for your business. Would it make sense to have real-time data visualizations? Would integrated ideas and action items free up time that could be used more strategically?

Game changing features:

• Use the included forecast function for model and succession planning
• Updates of all connected systems in near real time
• The prediction feature provides solutions and action points.
• All product-wide filters are customizable for your business

Good! Now you have a good list of what you need in your predictive analytics software. The next step is to figure out what data you have and what can really give you insights. The analysis platform PREDICTIVEHR offers filtering in these areas:

Filter capacities:

• Department
• Manager (everyone with direct reports)
• Land
• Region
• business area
• teams
• Locations
• direct feedback
• Control leg (where your managers stop recruiting and can't go there)
• Manager's seniority records
• boarding capacity
• Talentsuche
• recruiter
• tenure of the chief of staff
• capabilities
• certifications
• Damage payment
• Payment capital use case
• historical information
• Increases and Compensation Dates
• performance evaluation
• performance ratings
• Distance and travel time to the office
• end interviews
• employee surveys
• historical episodes
• mergers and acquisitions
• redundancies
• Close/Open
• Employer branding impact
• Performance
• Demographic
• Alter
• Sex
• Training
• ethnicity
• Generation
• Years of experience
• rating profile