HR Data and Analytics Study Guide
1. Introduction
HR Data and Analytics is the use of data to inform HR decisions, improve workforce
performance, and align human resources strategies with business objectives.
Objectives:
● Improve recruitment, retention, and employee engagement.
● Optimize HR processes and decision-making.
● Predict workforce trends and potential risks.
Key Components:
● HR Metrics – Quantitative measures of HR activities.
● HR Analytics – Insights from data analysis to guide HR decisions.
● Workforce Analytics – Predictive models to forecast workforce behavior.
● People Analytics – Strategic analytics focusing on employee performance and
engagement.
2. Types of HR Data
Type Description Use
Demographic Data Age, gender, education, Diversity & inclusion
location
Operational HR Data Attendance, payroll, leaves Process optimization
Performance Data KPIs, evaluations, goal Performance management
attainment
Engagement Data Surveys, feedback Employee satisfaction
Recruitment Data Applications, time-to-hire, Recruitment efficiency
source of hire
Predictive/Behavioral Data Turnover risk, promotion Workforce planning
potential
1. Introduction
HR Data and Analytics is the use of data to inform HR decisions, improve workforce
performance, and align human resources strategies with business objectives.
Objectives:
● Improve recruitment, retention, and employee engagement.
● Optimize HR processes and decision-making.
● Predict workforce trends and potential risks.
Key Components:
● HR Metrics – Quantitative measures of HR activities.
● HR Analytics – Insights from data analysis to guide HR decisions.
● Workforce Analytics – Predictive models to forecast workforce behavior.
● People Analytics – Strategic analytics focusing on employee performance and
engagement.
2. Types of HR Data
Type Description Use
Demographic Data Age, gender, education, Diversity & inclusion
location
Operational HR Data Attendance, payroll, leaves Process optimization
Performance Data KPIs, evaluations, goal Performance management
attainment
Engagement Data Surveys, feedback Employee satisfaction
Recruitment Data Applications, time-to-hire, Recruitment efficiency
source of hire
Predictive/Behavioral Data Turnover risk, promotion Workforce planning
potential
