Professionals and practitioners of HR are generating more data than ever before. For most organizations, the challenge in HR is simply to use data at all — the reason being that the data associated with different tasks such as hiring and performance management, often reside in different databases.

Here a list of HR analytics every manager should know about –

Capability Analytics

Data as this allows you to identify the capabilities or core competencies you want and need in the organziation. Once you know what those capabilities are you can compare them to the capabilities you have in place at the moment to see if you have any gaps.

Acquisition Analytics

This data allows you to assess how well the organization acquires competencies. Start by identifying the core competencies you require now and in the future. Then check how effective you are at developing these competencies in-house or spotting and recruiting candidates with those competencies.

Capacity Analytics

This data seeks to establish how operationally efficient people are. The tricky part is establishing a system to track capacity without creating huge administrative burdens and without alienating employees with a ‘big-brother’ approach. Big data and sensor system can be very effective here.

Employee Churn Analytics

This data assesses your staff turnover rates in an attempt to predict the future and reduce employee churn. Historical employee churn can be identified through traditional KPIs such as the employee satisfaction index, employee engagement level and staff advocacy score.

Sourcing Channel Analytics

This data is working out where your best employees come from and what recruitment channels are most effective. Recruitment channel analytics will involve some historical assessment of employee value using. Surveys and entry interviews are useful sources of data.

Leadership Analytics

This data unpacks the various dimensions of leadership performance to uncover the good, the bad and the ugly. Data about leadership performance can be gained through the use of surveys, focus groups, employee interviews or ethnography.

How do you plan to get started with HR analytics?