HR Analytics is a Way To Get The Best Output from Key Performers: Preeti Raina

HR is vast, and traditional HR is what most corporates (SMEs) are still following, where maximum work is handled by HR including some parts of administrative duties too. HR is not limited to recruiting, screening, filtering, background verification, payroll, employee grievance, employee engagement, compensation, and training & development; it is much more than that.

In today’s world, HR managers work as partners in the organization and are key decision makers. They have much more on their platter than they used to; raising the bar to another level in terms of productivity.

Today’s HR managers need to be technically sound and if that is not done at the grass-roots level, they can upskill themselves through short certification courses/workshops and strive to do the best in their role.

The biggest buzzword right now is HR Analytics, wherein HR managers are not only handling their traditional profile but also becoming software-savvy. By learning the technical nuances HR leaders not only uplift their profiles but also step into the decision making process along with making and offering the best of business cases so that management buys in.

HR Analytics is a way forward to not only deal with soft metrics such as the Emotional Quotient of the organization but also helps us to know the hard metrics such as the numbers and data of the organization to form overall development and get the best output from key performers.

Let go of the traditional methods, learn and explore the possibilities of HR leadership today. To upskill and learn deeper about HR Analytics, join our HR Analytics workshop and set a benchmark for others to follow