Human resources analytics, also called talent analytics, is the application of sophisticated data mining and business analytics (BA) techniques to human resources (HR) data. The “Ulrich model with four specializations” is quite handy in case of HR operations and widely adopted throughout the globe.
Depending on the level of formalism in the organization, a lot can go into the wording of job descriptions here. It starts with the hiring manager looking for specific skills and operational responsibilities of the candidate. Moves into the negotiation with HR where it fits in the performance and compensation plans, and with the hiring practices. Recruitment firms provide the added value of data on candidate availability to the given descriptions, in addition to their access to such candidates from their networks. With the right data, companies can change their strategies not only for individual job descriptions but also bigger decisions like broader hiring, flight risk, or where to better place a new business office.
Rawn Shaw speaks in depth about modern HR operations and what will define the future of HR strategies. To read more, visit the following link:
http://www.forbes.com/sites/rawnshah/2015/04/13/taking-hr-analytics-beyond-technologists/4/