07 07 2014
door Inostix

17 Differences Between HR Metrics And Predictive HR Analytics

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Pros and consDuring our workshops, studious participants keep asking us questions about the differences between HR Metrics/Reporting and Predictive HR Analytics. We’ve already published such an overview in the past but we’ve made an update in this blog post. There is a world of difference, the objectives are on a totally different plane and the methodologies are not the same. Feel free though to write your questions or challenges in the comments below and we will try to answer them in the best possible way. Enjoy the reading!



HR Metrics

Predictive HR Analytics

1. Tangible (hard data) 1. Intangible (likelihood)
2. Accounting (100 % correctness) 2. Probability (never 100%)
3. Backward-looking 3. Forward-looking
4. Data 4. Insights
5. Comprehensive 5. Selective
6. Transactional 6. Strategic
7. Information 7. Transformation
8. Low addition of value 8. Differentiator
9. Tracking 9. Asking questions
10. Reporting 10. Predicting
11. Silo HR 11. Business critical
12. HR ownership 12. Management ownership
13. Controlling 13. Optimization
14. Inside-in perspective 14. Outside-in perspective
15. Slicing-and-Dicing 15. Statistical Forecasting
16. Metrics 16. Patterns
17. Ratio’s (fraction) 17. Models (mathematical algorithm)

Related article: ‘HR Analytics, Moving from Descriptive to Predictive Analysis’

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.


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