HR and Analytics: How to Become an HR Leader Through Analytics

August 14, 2018 By Amber Tenuta - Leave a comment

AnalyticsHow would you like to have a better reputation with your internal leaders? The answer - utilize analytics. HR professionals who use analytics are 3.6 times more likely to have a strong reputation with senior business leaders.

By engaging in analytics, you can look forward instead of dealing only with what is in front of you. That way you can help drive the business forward, not just manage the business. There are 3 points to focus on with analytics:

  • Operations
  • Recruiting
  • Leadership Development

HR and the Business: Breaking the Reactive HR Loop

Why are analytics important? Because they allow you to anticipate the needs of the business. Business anticipators utilize analytics to predict talent needs, assess performance metrics, and create a strategy to keep a business running smoothly. 

Yet business leaders rate 41% of HR professionals as reactors while only rating 11% as anticipators – and even HR professionals only rate 17% of themselves as anticipators according to the Global Leadership Forecast 2018. So how do you become an anticipator?


Start with understanding how your business functions. If you know how your business works, then you will have a better handle on the issues that you face and where there is room for cutting back. 

To get this quality information you may need regular meetings with the head of operations and finance to see what is on the horizon for your company. Not only will your interest and efforts during these meetings help build your reputation up top –the outcome influenced by that information will.


What skills and talent will your company need to reach its goals? Do you have that talent within your company already to reach these goals?

Use analytics to take a deeper dive into your hiring and onboarding practices. Executives want to see cost efficiency and value so to start analyze the quality of your hires. Look at turnover and onboarding time as well as efficiency of new hires over the course of their first year.

Turnover, the rate at which employees are leaving your company, often comes down to the job not being what employees expected and leaving or the employee not fulfilling the needs of the position and being fired. If you have a high turnover rate, then the quality of your hires is very low, and if your turnover low, then you have high quality new hires.

With this information, look at time to hire and cost to hire. If your new hire quality is low maybe you need to spend more money or more time to find the right candidate.

Leadership Development

It’s no secret – managers will have the biggest impact on individual employee success. And individual employee success is directly linked to overall company success in meeting goals. Do your managers have the skills to drive results?

Look at the analytics based on manager or site to see who is succeeding in their role. Talk to those managers, see what they are doing different and use that information to train new managers. Furthermore, use that information and bring it back to your recruiting house to hire new talent with the skills proven to drive success in your company.

HR and Analytics: Building a Powerhouse

If you are already using analytics and thinking proactively towards the company’s needs, yet still left out of important strategic conversations, then you need to start showing off what you have done.

One option is to create HR case studies. Use the data you have collected to create the story of your solutions and how you developed your plan to grab the attention of your executives. .

Most importantly – define how your strategies are influencing business outcomes and goals. You may think it’s obvious that better recruiting causes better product quality – but the connection isn’t immediately available to executives. You need to show them the connection, and prove your strategies impacted those results.

According to the Global Leadership Forecast 2018 visualization and storytelling was one of the strongest links to building greater financial performance and bench strength (“the ability to rapidly fill critical roles with qualified internal candidates” aka overcoming the internal skills gap). Visualization and storytelling is a more powerful way of communicating complex information.

It’s the age-old adage -  show, don’t tell: Use case studies, stories and visuals of your data to back you up.  

Utilize a Human Capital Management Program

By using a human capital management system to give you deep dive you are pulled out of the trenches so to speak and able to work on high level planning and strategy. When HR is bogged down with the daily tasks of applicant tracking, onboarding, compensation, benefits and compliance, they are acting solely as a reactive force in the business versus a proactive leader.

It’s no secret that turnover, engagement, employee learning are all HR efforts that have a dramatic effect on business profit and outcomes.

For those of you who are already utilizing a human capital management system, use that to show the return on investment you’ve had. If your system can’t help you show that, then you are probably using the wrong system.

EPAY Systems Human Capital Management Solution

Are you struggling with analytics? At EPAY Systems, we have been developing analytics with our customers so that you can optimize your workforce. Beyond our standard reports, EPAY also offers a custom reporting tool across our entire Human Capital Management system. Want to see our analytics in action? Check out our webinar on Workforce Reporting or schedule a demo. ­

Filed Under: Human Capital Management