The analyst draws conclusions based on data, and in terms of skills and tasks, he is in many ways in the middle between the developer and the manager. On the one hand, he needs to be able to understand the meaning of the question, find a way to answer this question, and correctly state the answer so that everyone understands it. On the other hand, direct calculations require a lot of manipulations with data, and if earlier such things were usually done in Excel, using SQL queries to databases or in statistical packages with a visual interface, then with the advent of big data there was a need to fully program: Python is the standard here at the moment.
HR analytics is a set of knowledge and skills that allow you to solve business problems through working with HR data. Preparing for the HR analyst exam, you will need 3co02 Assignment Answers. For example, if the turnover of personnel is growing in the company, then HR analytics will help to find the reason. When the involvement and efficiency of personnel decreases, HR analytics will prompt a solution. You can find 3co02 Assignment Example when you learn this.
Why is it necessary in the company?
In large companies, HR analysis can be carried out by individual specialists or entire departments. In small and medium—sized companies – HR managers. In a small business — the director or owner himself.
The range of HR analysis applications is almost limitless. You can ask for 3co02 Assignment Help from them to see how fashionable it is to prepare. It allows you to describe the current processes that occur with the staff in the company, predict events and their impact on business results. HR analytics helps to solve problems in all major areas of personnel management:
- organizational and staff support,
- selection and adaptation,
- Compensation and benefits,
- training and development,
- Performance management.
HR analytics solves well the part of HR tasks that is related to numbers, but cannot solve for an HR specialist the part of his work that is related to people.