Business Intelligence for HR

Business Intelligence for HR functions as decision support structure for assessing and administering all HR functions. It offers access to precise, appropriate, wide-ranging information from HRMS applications besides facilitating tools to make improved and more calculated choices.

Applying Business intelligence in HR helps in executing extensive manpower assessments, preparing account reports, employee performance reports, evaluating wages, staffing, available jobs and termination rules. This eventually helps the organization in making advanced choices that joins the staff with the corporate goals.

BI helps the HR to provide strategically sound solutions with the help of right expertise and methodical instruments. Through BI an HR is able to avail and assess data from related operational area besides deploying suitable methodologies to understand the data, derive significant conclusions and make evidence based choices.

Business intelligence (BI) is used in HR to enhance outcomes across all divisions of the firm right from applicant selection, performance assessment, value control, maintenance and profitability. The platform collects the significant data and converts it into commercial acumen that assists the extensive organizational plan.

Application of Business Intelligence in HR

• BI helps in acquiring right candidate in shortest span of time using economical measures
  
  
• It helps in organizing staff and segmenting those who are consistent performers.
  
  
• It offers prospects for expansion such as training, counseling and on site experience, etc.
  
  
• It assists in retaining top performer by locating the significant talent within the firm.
  
  
• It helps the HR to manage issues other than management and allows him to use evidence based logical approach to resolve commercial issues and offers long-standing perspective on how the firm should regulate keeping the industrial alterations in mind.
  
  
• It helps in supporting the appraisal and incentives process in accordance to corporate objective.
  
  
• It helps in supervising major metrics like value per staff, revenue, staffing, demographics and training efficiency.
  
  
• Inspecting opportunities for enhancement in context of enrollment, abrasion, and maintenance
  
  
• Reducing the managerial weight of labor-intensive methods engaged with spreadsheets
  
  

Role of Business Intelligence in HR decision-making

• Offering precise, significant and actionable knowledge
  
  
• Implementing structuring abilities dependent on actual data to make protrusions regarding the altering dynamics of a firm's employees before, during and post strategy, administrative and other alterations.
  
  
• Conveys the plan of action, tools and studies to comprehend the influence of the business on office trends, choices and schemes
  
  
• Recognizes and associates performance enhancers and significant trends that help in updating the strategy for uninterrupted business solutions
  
  
• It controls pre-allocated KPIs to assign administrative objectives.
  
  
• It combines all major data on a single homepage which the user can access with one click
  
  
• It helps in managing employee's growth and learning, and evaluating training turnout, resource utilization, rates, and success rates.
  
  
• It helps in optimizing payments and comparing it with average salary group on the basis of performance and service analysis.
  
  
• It helps in controlling recruitment by evaluating time and money spent in the process.
  
  
• It helps in understanding employee's composition by job profile, user-identified groups, minority categories, and business areas.