1. People Analytics
1.1. Statistics
1.2. Modeling
1.3. Employee related factors
2. Talent Analytics
2.1. Statistics
2.2. Modeling
2.3. Employee related factors
3. Workforce Analytics
3.1. Statistics
3.2. Modeling
3.3. Employee related factors
4. Manage Employees
5. Retain Employees
6. Improved ROI
7. Job of HR Professionals
7.1. Employees Survey
7.2. Attendance Records
7.3. Multi-rater Reviews
7.4. Salary and promotion history
7.5. Employee work history
7.6. Demographic data
7.7. Personality data
7.8. Recruitment process
7.9. Employee databases
7.10. Benchmark Analysis
7.11. Data-gathering
7.12. Data cleansing
7.13. Analysis
7.14. Evaluate Goals
7.15. Evaluate KPI's
7.16. Create action plan
7.17. Execute on plan
7.18. Streamline process
8. HR Analytics Applications
8.1. Retention
8.1.1. Current churn rate
8.1.2. Attrition by department
8.1.3. Attrition by estimated commute time
8.1.4. Similar attributes of employees with longer tenure
8.1.5. Similar attributes of employees who leave within 1 year
8.1.6. On-boarding experience
8.1.7. Survey data
8.1.8. Qualitative data
8.1.9. Employee performance data to forecast future attrition
8.2. Employee performance
8.3. Recruiting
8.3.1. Average number of applicants
8.3.2. Number of applications to offer
8.3.3. Security updates
8.3.4. Scheduled maintenance
8.3.5. Infrastructure management
8.3.6. Number of final rounds to offer
8.3.7. Offer acceptance rate
8.4. Employee Development
8.5. Workforce Planning
8.6. Employee Engagement
8.6.1. Coaching skills
8.6.2. Concerned for well-being of employees
8.6.3. Results oriented
8.6.4. Excellent communicator
8.6.5. Develops employees
8.6.6. Clear vision and strategy for team
8.6.7. Key technical skills to guide team