The document discusses how people analytics can help modernize HR solutions and enable data-driven decision making. It provides examples of how people analytics improved talent acquisition quality at one company by profiling candidates and analyzing sentiment, and how it helped another company bridge skill gaps and boost employee engagement in training programs. The methodology section outlines common people analytics problem types and how insights can be extracted from HR data sources to inform strategic HR and business decisions.
Analytics - Basic, advanced – other business function proactively adopted predictive analytics such as
finance and risk, customer relationship management, marketing and sales, and manufacturing. HR has lots of data where similar possibilities exists.
Talka about ESS and MSS
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Integration of data across the systems is essential for analytics.
Reactive analytics is very much part of the HR solutions. We are going to talk about the machine learning based approach