resource-eb-essential-guide-to-modern-analytics_svjgvu.pdf

resource-eb-essential-guide-to-modern-analytics_svjgvu.pdf

1. Modern HR
Analytics
THE ESSENTIAL GUIDE TO

2. It’s a new era for HR.
And for HR data.
From managing the impact of the pandemic to addressing social justice, there’s no
playbook for what HR departments are facing today. And there’s never been so much
focus – or demand – on people operations.
Regardless of changing business priorities, you have to stay on top of all the factors
affecting your workforce. To avoid the higher operating costs and lost productivity
impacting so many organizations, it’s essential to address recruitment, voluntary
attrition, compensation management, and more. And to do that, you need real-time
visibility into your workforce. When you can spot potential problems sooner and drive
actions that manage risk, you can keep employees healthy, engaged, and productive.
Traditional BI is too passive for the job. Instead, you need a modern approach to
analytics – one that gives you real-time insights to inform the right decisions in the
moment, and one that helps you plan more effectively for the long term.
The percentage of workers who leave their jobs
voluntarily each month in the United States.
1>3%
The Essential Guide to Modern HR Analytics | 2

3. It’s time for a
new approach.
Today’s most successful HR organizations are making immediate use of real-time
data, taking informed action in the business moment to impact engagement, retention,
and productivity. 
Through recent advances in data and analytics technology, it’s now possible for
business users to access their HR data in real time – across multiple human capital
management (HCM) systems – to get up-to-the-minute insights that trigger immediate
action. At Qlik
®
, we call this Active Intelligence™.
With Active Intelligence, you can respond immediately, intelligently, and confidently
to emerging events and trends. You can adapt business strategy and operations on
a moment-to-moment basis. You can collaborate in new ways using your HCM data,
with AI, machine learning, and predictive insights. You can trigger alerts when new
data or insights are available. And you can automate workflows across your data and
applications. All of which adds up to better outcomes across your organization.
more likely to engage
and retain employees
7.3X
more likely to adapt
well to change
6.7X
more likely to be seen as
a great place to work
4.8X
Advanced people
analytics pay off.
83% of companies don’t use advanced
people analytics. The companies that do
use advanced people analytics are:
2
The Essential Guide to Modern HR Analytics | 3

4. 1 Improve recruitment by using AI to
improve talent pipeline potential and speed
based on talent requirements
2 Increase engagement and retention
by using machine learning to predict at-risk
employees, with alerts and automation to
trigger immediate action
3 Accelerate diversity, equity,
and inclusion initiatives by seamlessly
combining and analyzing workforce
demographic data
Top 5 benefits of Active
Intelligence for HR.
In the time of “The Great Resignation,” your HR team needs clear, in-the-moment
visibility into employee engagement. Having those details is key to lowering
attrition, keeping your employees connected to your organization, and ultimately
increasing productivity.
Qlik’s modern approach to HR analytics increases and accelerates the value your
entire organization gets from your people data – and it helps HR impact the company’s
bottom line. Taking a more active approach to your data allows you to:
4 Drive learning and development by
using predictive analysis to quickly assess
employee skills and gaps, identify needs, and
monitor progress – and by using AI-driven
personalized plans for talent development
5 Better monitor compensation
by automating the integration of employee
data from HRIS with market and other
external data to enable decisions
based on profiles, benchmarking,
performance, and other relevant information
The numbers behind
“The Great Resignation.”
A survey of more than
30,000 employees

in 31 countries found that

41%
of workers
are thinking about leaving
their current employer
in the next year.
3
The Essential Guide to Modern HR Analytics | 4

5. How Active Intelligence
transforms HR.
With Active Intelligence, your teams can combine multiple complex
sources of data, explore that data in countless ways, gain instant
insights, and act on them immediately. As a result, your entire
organization can:
1
IMPROVE WHOM YOU HIRE AND HOW
Given today’s competition for talent, you need an agile,
highly effective hiring process that helps you stand out.
Active Intelligence makes it possible to stay on top of your
talent requirements, improving your process for finding
talent – and the quality of your hires – while decreasing
your time-to-hire and total sourcing costs.
• Automate data pipelines that integrate and
transform multiple sources of data
• Get real-time data updates by role and practitioner
• See alerts on process bottlenecks and root causes
• Reduce manual data entry with advanced
automated applications
2
RETAIN YOUR TOP TALENT
Now more than ever, you need to stay on top of retention
and voluntary attrition. With predictive insights from
retention patterns based on employee engagement,
Active Intelligence gives you the power to make smarter,
faster decisions. You can more quickly identify at-risk
employees, proactively address negative trends, and
prioritize initiatives that engage.
• Measure employee sentiment with integrated
analytics
• Identify at-risk employees using machine learning
models based on top drivers of attrition
• Set alerts and automate processes that drive action
• Automate reporting to managers, and hold critical
employee conversations sooner
The Essential Guide to Modern HR Analytics | 5

6. 3 4
CREATE A DIVERSE CULTURE THAT ATTRACTS
AND RETAINS THE BEST TALENT
Diverse, inclusive, and fair organizations achieve stronger
relationships, deeper trust, and improved morale. With
a real-time view of your workforce demographics, you
can more quickly identify diversity gaps and more easily
report on trends, initiatives, and progress. The end result?
Greater employee satisfaction and retention.
• Integrate demographic data from HR systems and
diversity and inclusion initiatives
• Quickly analyze and prioritize diversity and inclusion
gaps against goals
• Identify and prioritize areas for improvement with
automated alerting
ENHANCE LEARNING AND DEVELOPMENT
To meet your company’s business goals – now and in the
future – your employees need the skills to succeed. With an
Active Intelligence approach, you can proactively manage
employee development by quickly assessing skills and
gaps, identifying needs, and monitoring progress. You’ll see
employees trained faster and better, and a higher return
on investment.
• Personalize learning recommendations with
machine learning models
• Simplify career mapping with predictive talent models
• Identify correlations between training and
improvement using advanced visualizations
• Ensure training compliance with automated alerts
to employees, managers, and HR
• Quickly track and evaluate learning engagement
and progress with an interactive HR dashboard
The Essential Guide to Modern HR Analytics | 6

7. ? We’re seeing an emerging focus on applying tools and tech
around analytics and modeling to track things like workforce
well-being and resilience, and also workforce engagement
and productivity.”
4
TOM STARNER, Human Resource Executive Magazine
5
OPTIMIZE YOUR WORKFORCE MANAGEMENT
HR succeeds by focusing on people, not by spending
time tracking down operational data. When you establish
Active Intelligence, you can access real-time analytics that
automate and streamline your workforce reporting, saving
time and increasing visibility across your business.
• Use advanced analytics to easily visualize budgeted,
actual, and projected headcount
• Adjust staffing needs with real-time alerts and
process automation
• Determine safety risks and causal factors using
predictive analytics
• Adjust in real time with alerts on compliance and
training completion rates
The Essential Guide to Modern HR Analytics | 7

8. DEEP-DIVE USE CASE
Put employee safety first.
Let’s look at a common challenge for the line managers, safety leaders, and chief security officers in manufacturing and
warehouse operations. Because it’s tough to track increasingly complex compliance and safety requirements, there are
risks of incidents leading to injuries, higher costs, and increased potential for lawsuits.
How can Active Intelligence change the game? By highlighting personal protective equipment (PPE) compliance,
adherence
 to occupational health and safety (OHS) policy, and preventative maintenance. You can:
Automate data integration
across employee data, staffing
data, ERP production and
scheduling data, safety tracking
systems, and PPE usage/
compliance data captured via
AI/facial imaging
Provide on-demand access
to continuously updated,
governed safety datasets
Visualize safety performance
and trending on events and
incidents that uncover issues
of concern
Deliver manager and HR
alerts and workflow automation
for non-compliance with
safety equipment usage and
non-completion of mandatory
safety training
1 2 3 4
What outcomes can you
expect to see as a result?
Fewer employee injuries Decreased costs Time savings in reporting
The Essential Guide to Modern HR Analytics | 8

9. The Qlik approach.
Only Qlik Cloud
®
is built for Active Intelligence, enabling you to create
an end-to-end analytics data pipeline that delivers real-time insights for
immediate action. So you can see into your people data at any moment –
and quickly make improvements to recruitment, employee retention and
engagement, and compensation and workforce management.
 
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The Essential Guide to Modern HR Analytics | 9

10. Active Intelligence success stories.
With strong international growth,
the beauty brand set out to
consolidate and innovate its HR practices. As part of this shift, they chose Qlik to dramatically improve their management and use of HR data. Qlik has enabled Sephora to:
•
Manage local employee
needs, jobs, and recruitment with a
company-wide system
• Use a single resource for
all HR data
• Provide in-the-moment access to
insights on any device
“It was imperative to provide our
managers with a solution that
is easily accessible via mobile
applications to provide them with
information in real time.”
THOMAS MORABITO , Global VP, HRIS
To measure the effectiveness of its
$2.2 billion investment in people and
programs, the university adopted Qlik
to quickly analyze metrics, including
workforce demographics and aging,
turnover costs, and new-hire failure
rates. As a result, Harvard has:
•
Increased collaboration
• Provided relevant data to
2,000+ users
• Strengthened usability of millions of
data points
“The Associative Model of Qlik
really solves a lot of problems…
It’s a data extraction, modeling,
and presentation tool that
also reveals information that
supports thinking the way that
your brain works.”
ANA BARD, Associate Director,
HR Analytics and Reporting
Without a common platform where
managers could quickly and easily
access information, this global trade
and development company was
struggling to get value from their
vast
 stores of HR data. Qlik enabled
them to:
• Build a single, unified, interactive
dashboard for HR and talent
management
• Develop an easy-to-use employee
data platform
• Increase their self-service options,
accelerating time to insights
“The Associative Model of Qlik
and code-free data modeling
are the features I love most.”
CARLO CHUI, Data and Analytics Manager
The Netherlands branch of the
international market leader set out to
improve their reporting and analysis
capabilities as well as the solutions they
offer their customers. With Qlik as a tool
for analyzing personnel information, ADP
Netherlands BV has:
•
Enabled 2,500+ customers to better
analyze personnel data
• Provided business intelligence that
meets clients’ unique reporting and
analysis needs
• Given HR professionals the power to
directly contribute to corporate results
“Offering Qlik as a reporting
and analysis tool for our
personnel information
management systems results
in high customer satisfaction
and distinctiveness from our
competition.”
HEIN BROCKHOFF, CEO
The Essential Guide to Modern HR Analytics | 10

11. Take an active approach
to HR management.
It’s time to shift your focus from tracking people and salaries to delivering the employee-
related insights that move your business forward. By using Qlik Cloud to achieve Active
Intelligence, you can make all the right decisions for your workforce – with confidence.
Qlik’s platform for Active Intelligence includes:
Get real-time visibility. Uncover predictive insights. Trigger alerts when data changes.
And take informed action in the moment.
DATA SERVICES ANALYTICS SERVICES
Free data from its silos, bringing it together from
multiple systems, from both on-prem and cloud
sources. And give users the power to easily find the
data they need – with information on its origins – and
publish it to your analytics tool for immediate use.
Empower users at any skill level to freely explore
data with boosts from AI, combined with the industry’s
most powerful analytics engine. Perform the best
analysis possible on your data in real time, delivering
the insights you need to the right person at  the right
moment.
Start Here
Ready to take an active approach to your HR data?
We’re here to help.
The Essential Guide to Modern HR Analytics | 11

12. About Qlik
Qlik transforms complex data landscapes into actionable insights, driving strategic business outcomes. Serving over 40,000 global customers, our portfolio
leverages advanced, enterprise-grade AI/ML and pervasive data quality. We excel in data integration and governance, offering comprehensive solutions that work
with diverse data sources. Intuitive and real-time analytics from Qlik uncover hidden patterns, empowering teams to address complex challenges and seize new
opportunities. Our AI/ML tools, both practical and scalable, lead to better decisions, faster. As strategic partners, our platform-agnostic technology and expertise
make our customers more competitive.
qlik.com
© 2024 QlikTech International AB. All company signs, names, logos, product names, and/or trade names referenced herein, whether or not appearing with the symbols ® or ™, are trademarks of QlikTech Inc or its affiliates. All other products, services, and company
names mentioned herein may be trademarks of their respective owners and are acknowledged as such. For a list of Qlik trademarks please visit: https://www.qlik.com/us/legal/trademarks
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1
Josh Bersin, “HR Predictions for 2022,” https://joshbersin.com/hr-predictions-for-2022/ .
2
The Josh Bersin Company, 2021.
3
Microsoft, Annual Work Trend Index Report, "Great Expectations: Making Hybrid Work Work," https://www.microsoft.com/en-us/worklab/work-trend-index.
4
Tom Starner, “These are the top 3 tech issues facing HR leaders,” Human Resource Executive, February 10, 2021, https://hrexecutive.com/these-are-the-top-3-tech-issues-hr-leaders-are-facing/ .