8 Human Resources Analytical every manager should know about

Needless to say that people are vital to the success of any company. There is no doubt that any business that can attract the right skills, manage talent effectively, efficiently utilize the capacity and retain employees, it has launched for long-term success.

HR departments are generating more data than ever before, but at the same time they often have difficulty converting your data into valuable information. Based on the work I do with companies around the world I have identified some of the most important analytical managers can use to better underestimated the human side related to your business. This publication is based on my article on the main tools of business analysis, which could make a good read additional background. Here's my analysis of human resources every manager should know:

Capacity Analysis

The success of your business depends on the level of experience and skill of its workforce. capacity analysis is a talent management process that allows you to identify the skills or basic skills that you want and need in your business. Once you know what those capabilities are can compare them with the capabilities it has in place at the time to see if you have any empty.

Tip: The capabilities are not just about qualifications and skills; but may also include capabilities that can not be formally recognized, such as the ability to develop and maintain relationships.

analysis skills acquisition

Talent matters, and the acquisition and talent management is often a critical factor in business growth. skills acquisition analysis is the process of evaluating how well or otherwise the company acquires the desired competencies. You need to start by identifying the basic skills your business needs now and in the future. After evaluating the current levels of these competencies within their business and identify gaps. Then you can monitor the effectiveness that you are in the development of these skills in the company or application, and recruitment of candidates with skills.

Tip: Key to the effective analytical skills acquisition centers on a small set of core competencies.

capacity analysis

Capacity affects income. Capacity analysis seeks to establish how operationally efficient people are in a business, for example, are people who spend much time on admin and not enough on the more profitable work or individuals, spreading too thin? It also allows companies to determine how much capacity they have to grow?

Tip: The hard part is the establishment of a tracking system capacity without creating huge administrative burden without alienating employees with a focus on 'Big Brother'. Large volumes of data and sensor system can be very effective in this regard.

employee churn analysis

Hiring employees, training them and then integrate them into the business costs time and money. employee churn analysis is the process of evaluating their staff turnover rates in an attempt to predict the future and reduce employee turnover. Historical employee turnover can be identified through traditional performance key indicators such as the rate of employee satisfaction, the level of employee engagement and score self-defense. Surveys and exit interviews are also useful tools.

Tip: Always remember that any employee turnover may be desirable. It is important to identify a healthy level of customer churn and develop the system to locate the 'lamentable' Churn.

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