Project about about hrm and analysis and others

Pptx of hr analysis

1. Impact of HR Analytics on HRM Practices to Achieve Organizational Performance Presented by: Monwar Morshed Moon

2. Introduction - HRM shifting from intuition → data-driven - HR Analytics = data + predictive models - Goal: Improve organizational performance

3. What is HR Analytics? Definition: Data-driven approach to HR Types: 1. Descriptive – What happened? 2. Diagnostic – Why it happened? 3. Predictive – What will happen? 4. Prescriptive – What should be done?

4. HRM Practices Enhanced by Analytics - Recruitment → Better fit, less bias - Training → Identify skill gaps, ROI - Performance → Real-time tracking - Engagement → Attrition prediction - Compensation → Pay equity - Workforce Planning → Succession & staffing

5. Impact on Organizational Performance ✔ Evidence-based decisions ✔ Higher productivity ✔ Cost efficiency ✔ Employee satisfaction ✔ Competitive advantage

6. Challenges ⚠ Data privacy & ethics ⚠ Lack of HR analytical skills ⚠ Resistance to change ⚠ High cost of tools ⚠ Poor data quality

7. Case Examples - Google → People Analytics, Project Oxygen - IBM → Predictive attrition model - Deloitte → Workforce analytics linked to performance

8. Conclusion - HR Analytics = Strategic necessity - Transforms HR into strategic partner - Improves efficiency, engagement & growth - Future of HRM = Data-driven

9. References - Bassi & McMurrer (2016). HR Analytics Handbook - Marler & Boudreau (2017). Review of HR Analytics - Davenport et al. (2010). Competing on Talent Analytics (HBR)