24 09 2015
door Inostix

How asking predictive HR analytics questions can add value!

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Why is it that HR is usually looking at HR Metrics instead of Predictive HR Analytics, where the latter is much more of interest for the management and has the potential to add much more value to the organisation? It’s just a matter of different perspectives: from looking at the past, to asking questions about the future, it’s the ultimate HR switch – moving from transactional reporting (ask yourself, does management really care?) to transformational predicting (you bet: you will add value!). What are you waiting for?

For a recent project with one of our awesome large clients, we’ve developed a second shortlist of Productivity, Performance and Engagement Metrics and turned them into a corresponding list of examples of Predictive HR Analytics questions. Hopefully the examples below provide inspiration to rethink your own current transactional HR metrics approach! Here’s also the link to the first part of this project. Enjoy the learning!

1. Productivity metrics turned into productivity predictive HR analytics (examples)

a. HR metrics questions (examples)

  • What is the average productivity per FTE, per team or of specific departments/teams ?
  • What is the average time-to-productivity of new hires (the time to achieve productivity goals)?

b. Adding value with predictive HR analytics questions (examples)

  • Is performance management having an impact on productivity?
  • What’s the impact of on-boarding or training on time-to-productivity?
  • In general, what are the drivers of high productivity?
  • Which departments or clusters of employees are at risk of low productivity?

2. Performance metrics turned into performance predictive HR analytics (examples)

a. HR metrics questions (examples)

  • What is the average % of performance objectives achieved over the past years?
  • What were the annual short-term incentive pay-outs throughout the organisation? What was this year’s average merit increase?

b. Adding value with predictive HR analytics questions (examples)

  • What are the drivers for achieving set targets?
  • Is ‘setting performance objectives’ having an impact on employee performance?
  • What are the target characteristics for high performance?
  • Are performance scores drivers for short-term reward?
  • Are short-term incentive pay-outs a driver of employee retention?
  • Are short-term incentives having an impact on the business?
  • Are performance scores drivers for total compensation?
  • Is merit increase a driver of talent retention?
  • Is merit increase having an impact on overall performance achievements?

 3. Engagement metrics turned into engagement predictive HR analytics (examples)

a. HR metrics questions (examples)

  • How does the overall average engagement index look versus the benchmark?
  • What are the engagement scores per function, department, region, gender, …?

b. Adding value with predictive HR analytics questions (examples)

  • Is engagement a driver of business results?
  • Which engagement clusters are more likely to develop a high performance?
  • Is engagement a driver of employee retention or lower absenteeism?
  • Which engagement clusters are more likely to lower talent and new hire turnover?
  • Which organisational clusters are likely to have higher engagement?

About the author

DSC_0755a_pp - kleinLinda de Jong is a passionate HR Business consultant and project manager with a strong vision on data driven HR practices. Her vision is based on a broad experience of strategic HR programs, HR process optimizations and organizational effectiveness initiatives. She worked as internal and external consultant for Capgemini, Philips (director HR Reporting), Focus Orange and for several client organizations (amongst others ING, Aegon, Pon, ThiemeMeulenhoff, Heineken). With a background in mathematics and IT, she brings in a rare combination of people and data focus. Since 2015, Linda is independent contractor and allied to iNostix to help companies increase the added value of HR by using predictive HR analytics. Questions? Get in touch with Linda via [email protected]

Interested in using predictive HR analytics as a key component in your HR strategy? Get in touch with CEO and co-founder Luk Smeyers for more information: [email protected] or via Google+. Or follow iNostix on Twitter and/or Facebook for exciting international articles on HR analytics. And don’t forget to register for this blog!

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