Winning on HR Analytics: Leveraging Data for Competitive Advantage

• ISBN13: 9788126941292
• Binding: Paperback
• Subject: Business Management
• Publisher: Atlantic Publishers & Distributors (P) Ltd
• Publisher Imprint: Atlantic
• Publication Date: January 20, 2025
• Pages: 284
• Original Price: INR 550.0
• Language: English
• Edition: Second Edition
• Item Weight: 360 grams
• BISAC Subject(s): N/A

Predict which high performers are at risk of leaving 6 months before they walk out the door?

Merge external data with your own business metrics to project workforce demand 6, 9, or even 18 months from now?

Triage incoming resumes overnight to predict employee success and tenure before you hire?

All this and more is possible with analytics as demonstrated by companies such as Google, Walmart, and American Express. This book is a practical, do-it-yourself handbook to convert analytics into an area of strength and maintain competitive advantage.

Dr Kuldeep Singh is the Sr. Director, HR Analytics & Special Projects at Capgemini, India with over 20 years of experience in HR across manufacturing and IT. Previously, he held pivotal roles at UST Global and Infosys. He is an associate professor at IIM Indore, specializing in HR analytics, and has published acclaimed works in HR magazines. Dr Singh holds a PhD from XLRI and certifications from Wharton and UC Berkeley.

Ramesh Soundararajan is an accomplished HR professional with over 30 years of experience. As the founding partner of Culstran Consulting LLP, he has transformed HR functions and created the “Digital HR Transformation and People Analytics” program at XLRI, Delhi NCR. He has designed online courses, delivered impactful workshops, and worked with major companies, including Infosys, Crompton Greaves, TVS Whirlpool, and Sasken Communications. An electrical engineer and XLRI graduate, he co-authored Thriving on Talent, a definitive work on HR strategy.

• Advance Praise... iii
• Foreword by Alec Levenson... xi
• Preface... xvii
• Acknowledgments... xxi
• 1. It is the Right Time for Analytics in HR... 1
• HR’s Tryst with Competitive Advantage 1
• Human Capital alone is not Sufficient 2
• HR Policies are Critical Too 3
• What is HR or People Analytics? 6
• Why this Sudden Interest in HR Analytics? 7
• Big Data Era and HR Analytics 10
• Predictive and Prescriptive HR 12
• Predictive HR Analytics 13
• What are the Areas where Algorithms get Applied in an Organization? 14
• Downsides of Using Algorithms in HR 14
• Prescriptive HR 15
• Business Strategy
• HR Analytics
• Competitive Advantage Integration 15
• 2. Articulating Business Value of HR Programs 17
• HR Analytics Linkage to Business Outcomes 18
• Measuring Use of HR Analytics Impact on Business Outcomes 19
• Measuring HR Programs for Business Results Linkages 21
• Research Evidence on Impact of HR Programs 27
• How to Measure Linkage of HR Programs to Business Outcomes? 27
• Industry Examples of Measuring HR Programs Impact 32
• 3. Analytical Problem Solving 35
• Deep and Wide Approach 35
• Building the Cube 41
• 4. Competing through Workforce Analytics 51
• Business Levers of Organization Structure 51
• Traditional Measures of Organization Structure 52
• Becoming more Competitive using Organization Structure 56
• Organization Shaping and Employee Growth 60
• Look at Headcount in Offices 63
• Measuring the Softer Aspects of Organization Structure 64
• Organization Demographics and Succession Planning 64
• 5. Acquiring High-quality Talent 69
• Business Levers of Talent Acquisition 69
• Traditional Measures of Talent Acquisition 70
• Effectiveness Measures 73
• Emerging Measures of Talent Acquisition 76
• Opportunity Cost of Cycle Time 77
• Validity of Hiring Specifications 78
• Importance of Quality of Hire 80
• Talent Acquisition for Predictable Joining and Performance 83
• Measuring and Improving Process Capability 86
• 6. Results-oriented Talent Development 89
• Measuring Return on Investments on Talent Development Initiatives 96
• Right Metrics and Measures for Strategic Alignment 99
• 7. Talent Engagement and Retention 103
• Business Levers of Employee Engagement 103
• Traditional Measures of Engagement 107
• Measuring Attrition 107
• LTM or YTD? 109
• Employee Retention 111
• Predictive Modeling for Attrition Analysis 126
• 8. Measuring and Managing Competencies 129
• Competency Baselining 130
• Usage of Competency Baselines 132
• Leadership Development 135
• Using Competencies in Talent Acquisition136
• 9. Optimizing Compensation and Benefits for High Performance 137
• Business Levers of Compensation and Benefits 138
• Organization Structure and Cost of Management 139
• Traditional Measures of Compensation 143
• How Far does Annual Compensation Increase Help? 144
• We are a High Performance Organization. Are You Sure? 148
• Valuing Benefits Using the CTC Statement 151
• Portfolio Management of Benefits 152
• Tailoring Variable Pay to Performance Based on Data 154
• 10. Making the Transformation Possible 157
• Executing Transformation
• Rubber Hits the Road 167
• People Analytics: Hype Versus Truth 170