In today's competitive business environment, the importance of HR analytics is becoming increasingly prominent. With the rapid development of technology and the advancement of globalization, enterprises are facing many challenges, such as talent recruitment, training and development, performance evaluation, etc. Therefore, an in-depth understanding and analysis of the human resources situation becomes the key to the success of the organization.
This article aims to understand the significance and methods of human resource analysis and help business managers better understand and respond to the challenges of human resource management. We will delve into the importance of HR data at all levels, including recruitment and selection, employee training, benefits, performance management, etc., and provide some practical analytical tools and strategies.
Through the detailed analysis of human resource data, enterprises can better understand the needs and potential of employees, formulate scientific and reasonable human resource management strategies, and improve employees' job satisfaction and performance, so as to lay a solid foundation for the sustainable development of enterprises.
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1.Personnel structure analysis
Personnel structure analysis is the evaluation and analysis of the number and proportion of various types of people within an organization. It can be used to understand the size, function, and composition of an organization, providing data to inform HR decisions.
Personnel structure analysis is the assessment and analysis of the number and proportion of different categories of people within an organization. When conducting a personnel structure analysis, HR should generally focus on the following aspects:
Organizational hierarchy: Personnel structure analysis can evaluate the number and proportion of people at each level based on the hierarchical structure of the organization. This helps to understand the distribution of authority and responsibilities within the organization, as well as coordination and cooperation between decision-making, management, and executive.
Functional distribution: Personnel structure analysis can also evaluate the number and proportion of personnel according to different functional departments or positions. By understanding the personnel situation in each department or position, you can determine the importance and development trends of various functional areas within the organization, so as to adjust the organization's staffing and recruitment strategy.
Age and experience: Personnel profile analysis can also assess the number and proportion of people based on different age groups and work experience. This helps to understand the different age groups within the organization, as well as strategies for nurturing new people and retaining older people, so as to maintain the organization's continued growth and knowledge transfer.
Gender and diversity: Personnel structure analysis can also assess the number and proportion of people based on gender and diversity. This helps to understand the gender balance and diversity within the organization, so as to develop equitable and inclusive HR policies and improve the innovation and competitiveness of the organization.
2.Labor cost analysis
Labor cost analysis is the evaluation and analysis of an organization's spending on human resources. When conducting a labor cost analysis, HR should generally focus on the following aspects:
Payroll expense: Compensation is one of the most important human resource costs for an organization. Labor cost analysis can evaluate and compare salaries for different roles or departments to understand the average, differences, and trends in compensation within an organization. This helps to develop a fair and reasonable compensation policy and keep the organization competitive and attractive.
Training and development expenditure: Training and development is an important means to improve the ability and quality of employees, but it is also a human resource cost that cannot be ignored. Workforce cost analysis can evaluate and analyze the investment in training and development, and understand the training needs and cost-effectiveness of different roles or departments within the organization. This helps to optimize the allocation of training resources and improve the work performance and career development of employees.
Benefits spending: Benefits are an important means that organizations use to attract and retain employees, but they are also a human resource cost. Labor cost analysis allows you to evaluate and compare the spend on various benefits programs to understand how much an organization is investing in employee benefits. This helps to develop a reasonable benefits policy that meets the needs of employees and increases employee satisfaction and loyalty.
Cost of employee turnover: The cost of employee turnover is also one of the factors to consider in HR analysis. Labor cost analysis can assess and analyze the costs of recruitment, training, and compensation that come with employee turnover. This helps develop employee retention strategies and reduces employee turnover and associated costs.
Through the analysis of labor costs, enterprises can better understand the organization's human resources expenditure, and formulate corresponding cost control and optimization strategies accordingly. For example, if a department's compensation expenses are found to be too high, measures can be taken to optimize job design and performance management to reduce costs; If you find that your training and development spending is not working well, you can adjust the content and methods of training to increase the value of your investment. In short, labor cost analysis is an indispensable part of human resource management, which helps to reasonably control costs, improve organizational efficiency and employee satisfaction.
3.Compensation data analysis
Compensation data analysis is the process of evaluating and comparing compensation for different roles within an organization. When it comes to compensation data analysis, HR should generally focus on the following aspects:
Salary structure: Salary structure refers to the composition and proportion of salaries for different positions within an organization. Salary data analysis can evaluate and compare the basic salary, allowances, bonuses and other salaries of each position, and understand the salary structure of different positions in the organization. This helps to develop a fair and reasonable compensation policy and keep the organization competitive and attractive.
Salary level: Salary level refers to the salary level and difference between different positions in the organization. Salary data analysis can evaluate and compare the salary levels of each position, and understand the salary level of different positions in the organization. This helps to set reasonable compensation standards and maintain employee satisfaction and loyalty.
Salary Trends: Salary trends refer to the changes in the level and structure of different positions in an organization over time. Salary data analysis can compare the salary of each position over different time periods and understand the trend of compensation within the organization. This helps to adjust the compensation policy in a timely manner and keep the organization competitive and attractive.
Through compensation data analysis, companies can better understand the compensation situation of different positions in the organization, and formulate corresponding compensation policies and optimization strategies accordingly. For example, if you find that the salary level of a position is too low, you can take steps to increase the salary level to attract and retain talent for that position; If you find that the salary structure of some positions is unreasonable, you can adjust the salary composition and ratio to improve the enthusiasm and satisfaction of employees.
4.Recruitment data analysis
Recruitment data analysis is the process of evaluating and comparing various data in the recruitment process. When conducting recruitment data analysis, HR should generally focus on the following aspects:
Recruitment Effectiveness: Recruitment effectiveness refers to the objectives and effects achieved by recruitment activities. Recruitment data analysis can evaluate and compare recruitment channels, recruitment methods, recruitment cycles, etc., to understand the recruitment effectiveness of different recruitment strategies. This can help optimize recruitment strategies and improve recruitment efficiency and results.
Recruitment costs: Recruitment costs refer to the various expenses required for recruitment activities. Recruitment data analysis can evaluate and compare recruitment costs to understand the cost-effectiveness of different recruitment strategies. This helps to control recruitment costs, improve recruitment efficiency and save recruitment expenses.
Talent**: Talent refers to the quantity and quality of various talents in recruitment activities. Recruitment data analysis can evaluate and compare different ** talents, and understand which channels and ways can obtain higher quality talents. This helps optimize recruitment strategies and improve the efficiency and quality of talent acquisition.
Through recruitment data analysis, we can better understand the effectiveness of recruitment activities, costs and key information such as talent**, and develop corresponding recruitment strategies and optimization plans accordingly. For example, if you find that the quality of talent brought by a certain recruitment channel is low, you can reduce the recruitment investment of that channel; If you find that a certain recruitment method has a good effect, you can appropriately increase the recruitment investment of this method.
1.Build a framework model of human resource indicator system
In large manufacturing companies such as pharmaceutical companies, the number of employees and the complexity of employee information require HR departments to understand the situation of employees in real time. In order to improve the scientific and rational decision-making, and at the same time follow the company's business policy of doing fine and meticulous, it is particularly important to establish a framework model of human resource index system that adapts to it. This model can be analysed from a managerial and financial point of view and reflected in the form of indicators.
By making a human resource management model, enterprises can grasp the relevant information of employees in real time, so as to better understand the real-time situation of personnel. This model can dynamically display the number of people distribution analysis chart, education distribution analysis chart, age structure analysis chart, contract term analysis chart, ethnic status distribution analysis chart, etc., in a chart through the switch of form control. Such a reporting interface is intuitive and concise, making it easy for HR departments to conduct data analysis and decision-making.
2.Define the objectives of the HR analysis
In modern society, human resources are one of the most dynamic resources in an organization. How to attract outstanding talents, give full play to the potential of existing human resources, and support the realization of the organization's strategic goals is a problem that every leader must seriously consider. That's why more and more senior leaders are coming from the HR field.
The content covered by enterprise human resource management can be summarized by dividing modules. Generally, it can be divided into: human resource planning, recruitment and allocation, training and development, performance management, compensation and benefits management, and employee relationship management.
After establishing the human resources framework system and model library, how to make a human resources BI analysis report? We can analyze data from the perspective of employees according to different modules, as illustrated below:
3.Formal recruitment and allocation
According to the requirements of human resource planning and job analysis, organizations need to find and attract those who have the ability and interest in the organization, and select suitable people for recruitment. Through the personnel change analysis of the BI system, we can recruit excellent and suitable talents according to the requirements of the company's business strategic planning, and place the right personnel in the right positions to maximize the utilization of human resources. For example, the following figure, the table of manpower changes:
4.HR Workforce Planning
Investigation and review of human resource structure is the premise of understanding and effectively using the existing human resources of the enterprise. Most of the employees of pharmaceutical companies can be divided into managers, technicians, marketing personnel, production personnel and service personnel.
Among them, management personnel include human resource management, financial management, quality management, etc., technical personnel include R&D, engineering, pilot test, quality inspection and process personnel, etc., marketing personnel include sales, marketing, technical support and customer service personnel, etc., production personnel include basic and auxiliary production workers, etc., logistics personnel refer to ushers, cleaners and drivers. By observing the changes in different categories and levels of personnel through the year-end data of each year, we can get the changes in the talent structure of the organization, such as the shortage of senior professionals.
To sum up, human resource analysis has an important position and role in modern enterprise management. By gaining insight into and analyzing HR data, companies can better address a variety of management challenges and achieve a win-win situation for both employees and the organization.
In the process of human resource analysis, we emphasize the importance of data, but at the same time, we also pay attention to the combination of data and human factors. Employees are not only numbers and metrics, but also the core asset of the organization, focusing on their needs and motivating their potential can truly enhance the competitiveness of the enterprise.
In addition, the development of technology has opened up more possibilities for HR analysis. For example, tools such as artificial intelligence and big data analytics can help companies more accurately identify talent needs, optimize the recruitment process, and improve employee productivity and satisfaction.
Thank you for reading, and I hope this article has been helpful for you to understand human resource analytics. If you have any questions or questions, please feel free to communicate with us in the comment area or background private message for further communication and**!
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