In today’s competitive business landscape, optimizing human capital management (HCM) operations and empowering business leaders to take better control over their workforce is a game-changer.

Organizations that harness the power of Human Capital Analytics (HCA) to drive informed decision-making are better positioned to enhance workforce performance, improve employee productivity and satisfaction, and achieve continued success over time.

This article will provide valuable insights on maximizing business potential with intelligent HCA functionality, from understanding its evolution and spectrum to choosing the right technology and crafting effective strategies. We’ll also discuss where our team of expert HCM consultants can help you optimize efficiency and drive better outcomes.

Key Takeaways

  • Human Capital Analytics is a data-driven approach for optimizing workforce performance and gaining insights into employee behavior.
  • Predictive analytics uses statistical techniques to analyze existing data and predict outcomes, allowing organizations to make informed decisions that promote long-term success.
  • Organizations should focus on quality assurance, predictive models, alignment with business objectives, and breaking down siloed data to maximize the impact of Human Capital Analytics.

Understanding Human Capital Analytics

Human Capital Analytics (HCA) is a data-driven approach to assess the financial value of human resources and optimize workforce performance across employee teams and business units.

Organizations can utilize HR analytics and metrics to gather employee performance, engagement, and behavior insights. This data-driven approach enables them to make decisions that enhance human capital and yield tangible business outcomes.

Defining Human Capital Analytics

HCA systematically identifies and analyzes the people drivers of specific business outcomes by measuring the impact of HR metrics on business performance.

It enables users to comprehend the power of their human capital analytics initiatives to transform critical business operations with the support of essential HR business partners. Data scientists are also instrumental stakeholders across HR teams, as they evaluate the aptness of workforce analytics solutions and ensure the reliability of statistical models and predictions.

The Evolution from Human Capital to People Analytics

The shift from Human Capital Analytics to People Analytics emphasizes the importance of using data to solve business challenges and optimize employee performance.

While HCA concentrates on the financial worth of personnel, People Analytics focuses on resolving business problems through personnel by analyzing past data. Adopting this evolution allows organizations to tackle urgent business issues and enhance performance using predictive workforce analytics.

The Spectrum of HR Analytics: From Descriptive to Predictive

Human Resources analytics encompasses a broad spectrum, ranging from descriptive HR analytics, which focuses on understanding past trends, to predictive data, which forecasts future outcomes based on historical data. Adopting a broad range of Human Resource analytics enables organizations to gather more profound insights into workforce performance and make decisions based on data, leading to improved organizational success.

Descriptive Analytics

Descriptive analytics lays the foundation for understanding past trends and patterns in Human Resource analytics by helping us analyze historical data to identify areas of improvement.

It provides a retrospective view of HR metrics and facilitates the acquisition of insights into the workforce and HR processes, serving as a basis for other types of HR analytics, such as diagnostic, predictive, and prescriptive analytics.

Predictive Analytics

The switch to predictive HR analytics involves using statistical techniques and machine learning algorithms to analyze existing data and forecast potential outcomes.

Using these analytics enables organizations to foresee future workforce trends, recognize potential risks or prospects, and make decisions that promote business success.

Integrating Human Capital Analytics into Business Strategy

Integrating HCA into business strategy involves aligning HR metrics with business objectives and transforming raw data into actionable insights for decision-making.

Organizations can utilize HCA to drive strategic decision-making, optimize workforce performance, and achieve excellent results by aligning people analytics with business goals and collaborating with stakeholders across the board.

Aligning HR Metrics with Business Objectives

Aligning HR metrics with business objectives ensures that HR analytics efforts are focused on driving business value. By aligning core metrics and initiatives, HR professionals can ensure that their HR analytics efforts are aligned with the overall HR analytics strategy and contribute to driving business value.

HR professionals can follow these steps to align HR metrics with business objectives:

  1. Grasp the business strategy and its implications for other departments.
  2. Assess external and internal workforce conditions.
  3. Devise and execute the HR strategy with relevant Key Performance Indicators (KPIs).
  4. Gauge and evaluate results to make required adjustments.

Transforming Data into Actionable Insights

Transforming data into actionable insights involves using advanced analytics techniques to:

  • Identify trends, patterns, and opportunities for improvement
  • Visualize data to understand vast amounts of information and spot potential opportunities
  • Make decisions and take action based on insights derived from the data

The Role of Technology in Advancing Human Capital Analytics

Technology is instrumental in advancing HCA, as it enables organizations to:

  • Augment data analysis capabilities through machine learning and natural language processing
  • Optimize HR analytics efforts with the help of HR technology
  • Gain deeper insights into workforce performance
  • Drive informed decision-making that propels business success

Machine Learning in Talent Analytics

Machine learning algorithms can analyze large volumes of data to identify patterns and trends, enabling more accurate predictions in talent analytics. Using machine learning, organizations can reveal insights that would be otherwise difficult to identify, resulting in better decision-making and enhanced talent strategies.

Natural Language Processing for Enhanced Data Analysis

Natural language processing (NLP) allows for analyzing unstructured data, such as employee feedback, to gain deeper insights into workforce sentiment and engagement.

Intelligent NLP algorithms can:

  • Identify keywords, phrases, and linguistic patterns associated with positive or negative sentiment
  • Help HR teams gain a better understanding of what employees are thinking and feeling
  • Enable informed decision-making to increase employee engagement

Choosing the Right Human Capital Analytics Technology

Choosing the most appropriate HCA technology enables organizations to use analytics to guide strategic decision-making, enhance workforce performance, and achieve better business results.

Choosing the right HCA technology involves evaluating various solutions, such as:

  • SAP SuccessFactors
  • Workday HCM
  • UKG Pro
  • Infor Birst

SAP SuccessFactors Workforce Analytics

SAP SuccessFactors Workforce Analytics provides a range of features, including:

  • A standard HR metrics catalog
  • Interactive HR analysis, reports, and dashboards
  • A trusted integrated HR data foundation
  • Role-based permissions for access control
  • Actionable insights about workforce trends
  • Integration with the SuccessFactors suite for seamless data collection and analysis

Workday HCM Analytics

Workday HCM provides a comprehensive suite of analytics tools for HR and talent management, including:

  • Compensation management
  • Payroll
  • Scheduling
  • Time tracking
  • Benefits administration
  • Intelligent skills data

Workday also provides intelligent people analytics and reporting tools to drive employee engagement and improve business performance, making it a valuable solution for organizations looking to harness the power of their human capital data and analytics.

UKG Pro People Analytics

UKG Pro People Analytics offers the following features to improve and develop strategies for HCA:

  • User-friendly interface
  • Comprehensive range of features
  • Precise payroll calculations
  • Sophisticated workflows and approvals

Infor Birst Analytics

Infor Birst offers a cloud-based data analysis and visualization platform, enabling organizations to gain more comprehensive insights from their HR data.

Its comprehensive BI and analytics capabilities allow organizations to collect relevant data from multiple source systems and analyze employee turnover, absenteeism, and performance information. By leveraging analytics capabilities in Infor Birst, organizations can optimize their human capital management strategies and drive informed decision-making.

Crafting Effective Human Capital Analytics Strategies

Crafting effective HCA strategies involves ensuring data quality, developing predictive models, and aligning analytics efforts with organizational goals. By focusing on these critical aspects, organizations can harness the power of HCA to drive strategic decision-making, optimize workforce performance, and achieve outstanding results.

Data Collection and Quality Assurance

Data collection and quality assurance are critical for accurate and reliable HCA insights. Ensuring data quality and accuracy is essential for successful people analytics and optimizing the potential of human capital. Following best practices in data collection provides the integrity of organizations’ HCA efforts and guides them to make decisions based on high-quality data.

Developing Predictive Models for HR Decision Making

Developing a predictive model for HR decision-making involves using advanced analytics techniques to forecast future outcomes and inform strategic decisions. Using predictive data enables organizations to foresee future workforce trends, recognize potential risks or prospects, and make decisions that promote business success.

Measuring the Impact of Human Capital Analytics

Measuring the impact of HCA involves tracking key metrics and linking analytics efforts to revenue generation. Monitoring these metrics and showing the value of HCA efforts allows organizations to justify investments in analytics technology and resources. This leads to strategic decision-making and enhanced workforce performance.

Key Metrics for Assessing Impact

By tracking core impact metrics, organizations can better understand their workforce’s performance, identify areas for improvement, and make informed decisions that drive business success and employee productivity.

Key metrics for assessing the impact of HCA include:

  • Revenue per employee
  • Time to fill
  • Turnover rates
  • Offer acceptance rates

Linking Analytics to Revenue Generation

Linking analytics to revenue generation helps demonstrate the value of HCA efforts and justifies investments in analytics technology and resources. By identifying the people drivers of specific business outcomes and strategically impacting HR functions and strategies that directly affect revenue, organizations can leverage HCA to drive business success and growth using HR analytics metrics.

Overcoming Challenges in Human Capital Analytics

Overcoming challenges in HCA involves navigating data privacy and compliance issues and breaking down data silos for holistic analysis. By addressing these challenges, organizations can ensure the integrity of their HCA efforts and make informed decisions based on comprehensive and accurate data.

Navigating Data Privacy and Compliance

Navigating data privacy and compliance requires collaboration with legal teams and adherence to data protection regulations. Close collaboration with legal teams and adherence to relevant laws and regulations help organizations protect sensitive HR data and sustain the trust of their employees and stakeholders.

Breaking Down Data Silos for Holistic Analysis

Breaking down data silos enables organizations to:

  • Gain a comprehensive view of the workforce
  • Make more informed decisions based on a holistic analysis
  • Access and analyze the entire scope of human capital data
  • Enable seamless data integration and collaboration
  • Improve workforce performance through strategic decision-making

How Can We Help?

Whether you need help understanding the main advantages HR analytics offers for your organizations, additional support implementing new predictive HR analytics functionality in your existing technical landscape, or just an extra hand building out your plan for improving your overall data management and analysis plan, Surety Systems can help.

Our senior-level HCM consultant team has extensive experience in virtually every enterprise technology, including Workday, SAP, Infor, UKG, and more. With our expertise and knowledgeable guidance, you can ensure your most critical project needs are met and your solutions are optimized for long-term success.

Contact Us

Interested in learning more about the power of human capital analytics on the efficiency, productivity, and extensibility of your most critical business systems? Ready to get started on a project with our team of expert HCM consultants?

Contact us today for more information!

Frequently Asked Questions

What is the meaning of human capital analytics?

Human Capital Analytics involves collecting, analyzing, and applying talent data to improve critical talent and business outcomes and measure the impact of a range of HR metrics on overall business performance. People analytics leaders then enable HR leaders to develop data-driven insights to inform talent decisions, improve workforce processes, and promote positive employee experience.

What is a human capital data analyst?

A Human Capital Data Analyst works to collect, compile, and analyze HR data, metrics, and statistics to provide solutions to help organizations reach their goals related to recruitment, retention, and legal compliance.

What's the difference between descriptive and predictive analytics?

Descriptive analytics transforms current and historical data into a meaningful format, while predictive analytics uses data to predict future trends or outcomes.

How does predictive analytics work in human resources?

Predictive analytics in HR uses data to anticipate future trends and outcomes based on statistical models and historical data, providing invaluable insight into talent management and recruiting. It can also analyze CVs and HRIS systems to inform decision-making processes further and help meet organizational goals.