Human Resources (HR) ensures that organizations are able to achieve success through people. The HR department manages the human capital of organizations by implementing policies and processes. They focus on finding, recruiting, developing, talent identification, and training employees; they also maintain employee relations or benefits. Employees are trained and are encouraged to continue improving their skills. When this is done the organization grows and both employees and managers are successful.
HR Analytics has been progressing for the past 40 years, but people are unique, each person is affected by culture, emotions, feelings, and training.
However, there has been some progress with HR analytics, tools have been developed to assist in this area. Data analysts are now predicting how many employees will leave or stay with a company, based on different variables. Knowing what you want to achieve before you choose your tool is important.
Let’s look at what tools are currently available for your HR manager to use:
R has a more active community that uses it for statistical analysis and visualization.
RStudio is R that provides additional facilities for data analysis and software development. It is the most used Integrated Development Environment or IDE for R.
Python is a programming language in the data scientist community it is used interchangeably with R. It is easier to learn and offers slightly fewer functionalities.
Excell is a basic HR Analytics tool for beginners. For manually extracting data from any HR system, it mainly comes out in a comma-separated value (CSV) file, they are easily opened and edited by Excell. It is very intuitive and it is easy to use.
Microsoft’s Power Bl makes analysis, visualization, aggregation of data very simple. Gartner’s Magic Quadrant for Business Intelligence chose Microsoft as the only leader.
Tableau is the best business intelligence tool, chosen by Gartner’s Magic Quadrant for many years. It has taken the visualization world by storm.
CPLEX Optimizer, a set of analytical tools that are made for optimization. It is used for prescriptive analytics (finding the best course of action to take in a given situation). These prescriptive tools can provide great value to a business. Prescriptive analysis is very advanced.
SSPS is mainly used to analyze data, it is one of the most frequently used HR analytics tools in social sciences. You won’t need extensive statistical knowledge to use it, as it has a friendly interface. HR professionals who are interested in data analytics use it very often.
Qlik is very suitable for general data aggregation, dashboarding and warehousing. It focuses on actionable insights on workforce data, and its dashboarding capacity is extensive. It aggregates data.
Visier, a data aggregation service that connects to different HR systems; before it connects them to one HR Bl tool. It is built to answer questions about the workforce and drives productivity and performance and other HR outcomes. Visier is branded as an actionable people analytics insights platform. It shows trends in workforce data. It enables users to answer questions about what drives productivity and performance and other different HR outcomes.
To sum up, knowing what HR Analytics tools are available takes you one step closer to applying the right techniques to optimize your workforce. It’s not as scary as you think, give us a shout out and let’s connect. We at NextBee have all the required skills and analytics available to make the most of your Data. We will use our industry knowledge and your data to help you make the right decisions.