Business Intelligence for HR

Utilise the data you possess

People data

Human Resources concerns all conditions relevant to employee working conditions and well-being. It is an area that is currently undergoing rapid development when it comes to data use and business intelligence. HR works with large amounts of data about employees, pay, skills, performance and intake and resignation in the company. When it comes to data, this is good reason to optimise HR tasks and strengthen analyses in a number of areas.
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Differentiated approach to sensitive employee data

Before you start correlating data, you need to ensure you meet applicable legislation on personal data. You can do this, among other things, by making sure that only certain data is available to certain employees. With a BI system, you can create differentiated access to data by splitting employees by roles. This makes your system flexible and ensures you meet applicable legislation on personal data.

Read about the EU General Data Protection Regulation

We have put together a few user scenarios in which HR could use a good BI solution. The list is purely for inspiration and would need a closer examination of your accessible data and data sources.

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Effective Onboarding

You can set up an employee platform with information about the company's policy on maternity leave, holidays, illness, safety and social events. By using data (anonymous) from the employees' visit to the database, HR can get an overview of which resources are being used most, and where the most problems arise during the introductory phase. This allows HR to set up a condensed onboarding plan for new recruits, thereby bringing new employees through the practical information quicker and leaving them to focus on their new job.
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Employee retention and workforce optimisation

Why do some employees leave the company and why do others stay? You can set up a warning plan focusing on key data that has previously shown that an employee is leaving their job. This means you can be one step ahead on following up with measures that could retain the employee, so you don't lose a valuable member of staff. Correlate performance figures: number of sales, internal hours vs external hours, holiday days, sickness days, chargeable hours vs written off hours or participation in social events. Much of the same data can also be used to estimate whether the level of skills needs to be raised in certain areas or whether an employee needs to be moved up or down in the organisation.
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Optimise skill level

Keep track of how salary levels and bonus schemes affect performance, how compensation is kept consistent across business areas and that it reflects the business' core areas and targets. Correlate data with the industry's salary levels or specific skill sets from external databases.
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Plan for historical absence

Use historical data to plan staffing based on peak seasons for your business and data about your employees' sickness absence and holidays.

Other BI user scenarios for HR

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Social Event Registrations

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Employee intake and resignation

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Utilisation of Meeting Rooms

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Gender and Age distribution

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Skills Mapping

Want to know how business intelligence creates value for your organisation?

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Jens Hagbard Grønkjær
Jens Hagbard GrønkjærBusiness Intelligence ManagerSend e-mail