Predictive HR analytics is a tech tool that HR uses to analyze past and present data to forecast future outcomes. Predictive HR analytics digitally digs through data to extract, dissect, and categorize information and then identify patterns, irregularities, and correlations. Through statistical analysis and predictive modeling, analytics enables data-driven decisions regarding HR functions

Predictive HR analytics systems are reminiscent of the earthworm. The worm ingests natural waste and residue and excretes nutrient-rich, fertile soil material. Predictive analytics, too, intakes unused, raw data to transform it into applicable information that supports wiser business decisions. 

Why should HR leaders care about predictive HR analytics?

Predictive HR analytics assists organizations in anticipating challenges so they can:

  • Avoid risk
  • Reduce human error
  • Forecast the typical employee profile that’ll thrive in the organization 
  • Enhance recruitment practices
  • Encourage optimal work performance

Ultimately, predictive HR analytics helps HR leaders make crystal-clear decisions that can increase overall profit and nurture employee motivation, retention, engagement, productivity.

What can HR leaders do to implement a successful predictive HR analytics system?

HR leaders can spearhead effective predictive HR analytics through the following tips:

  • Define business objectives. HR leaders and their teams should collaborate to identify long-term company goals. Furthermore, team members should determine the relevant metrics that support the achievement of these objectives.
  • Ensure a thorough understanding. Predictive HR Analytics is a complex field; HR professionals unfamiliar with data science can feel intimidated. However, providing consistent and diverse learning options for HR professionals can mitigate their discomfort with the foreign subject, elevate their understanding, and encourage continual employee development. HR professionals should understand the fundamental reasoning driving each analytics algorithm. HR can also involve a data scientist to ensure optimal functioning of the predictive analytics process. 
  • Address ethical considerations. To avoid unfair discriminatory treatment of employees, predictive analytics teams should pre-empt possible ethical issues that could arise. Companies could intentionally or unintentionally mistreat specific demographics within the workforce or perhaps show favoritism to employees due to illegitimate data-driven reasoning. Thus, transparently adhering to the company code of conduct and the HR code of ethics is paramount. Employees need to know that their employers are treating them fairly to feel engaged and motivated to thrive. 
  • Harness the power of predictive analytics. HR leaders can maximize predictive analytics by applying it to specific objectives. For example, HR leaders can incorporate predictive analytics to design an effective career development program that addresses competency gaps and future competency needs, allowing them to train employees in the desired learning trajectory. 

How can predictive HR analytics improve company culture?

Predictive HR analytics offers a way to help leaders make informed decisions that nurture an enthusiastic and high-performing workforce. Effective and ethical use of HR analytics can empower companies to identify, hire, engage, and retain quality employees who align with the company culture and are excited to contribute to its growth.