M O D U L E N O .

4 : H R
A LY T I C S A N D D AT A
AN D ATA Q U A L IT Y – D ATA COLLEC T IO N – B IG D A TA F O R HUMAN
E P ORTING –
HR DATA AND R M A T IO N – H R R
M IN G H R D AT A IN TO HR INFO
RESOURCES – TRAN
SF O R
E A N A LY S IS – D AT A FICATION
N – P E R FO R M IN G ROOT CAUS
R R E P ORT VIS U A L IZ ATIO B U IL D YO U R B AL A NC E D
H IS E S : P REPARING T O
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OF HUMAN RESOUR T IO N A L D A S H B O A R DS, PIVOTAL
O P IN G E X E C U T IV E AND OPERA
SCORECARD, DEVE L V E R: V OLUNTARY
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 HR DATA AND DATA
QUALITY
• Human resource (HR) data is essential for decision-making in workforce management, employee
engagement, recruitment, and performance evaluation. The accuracy, consistency, and relevance
of this data determine the quality of HR analytics and the effectiveness of HR strategies.
• 📌 Key aspects of hr data quality:
✅ accuracy – free from errors or inconsistencies.
✅ Completeness – includes all necessary data points.
✅ Consistency – uniform data across different HR systems.
✅ Timeliness – up-to-date and relevant information.
✅ Validity – data is structured and follows defined rules.
✅ Reliability – data is consistent over time.
CHALLENGES IN HR DATA QUALITY

• ⚠ Duplicate or inconsistent data – differences in HR systems may lead to

inconsistencies.
• ⚠ Outdated information – employee records may not be updated regularly.
• ⚠ Human errors in data entry – manual entry increases the risk of mistakes.
• ⚠ Unstructured data – employee feedback, emails, and performance reports
may be hard to analyse.
 SPECIFIC ISSUES IN DATA
QUALITY
In HR analytics, data quality plays a critical role in ensuring that HR decisions are accurate, reliable, and
effective. Poor data quality can lead to misleading insights, incorrect workforce planning, and inefficient HR
policies. Degree of comprehensiveness will be considered in decision making. Below are specific issues in
data quality, along with their definitions and impact on HR analytics

Degree Degree Degree

Data Data
of of
of reliabili variati
usefuln defensib
validity ess ility
ty on
 Degree Degree
Data Data
of of
reliabil variati
useful defensi
ness bility
ity on

The extent to which HR data accurately represents the concept or phenomenon it

is intended to measure.
Issues in HR Analytics:
❌ Incorrect or misleading data: If employee engagement scores do not truly
reflect employees' satisfaction levels, HR interventions might be ineffective.
❌ Outdated or incorrect employee records: If an HR system has outdated job
Degree of titles or salary information, it can affect talent management and compensation
validity decisions.
Solution:
✔ Use validated data sources and ensure data entry accuracy.
✔ Conduct regular data audits to eliminate inconsistencies.
✔ Implement AI-based anomaly detection to identify suspicious data.
 Degree
Data Data
of
variati
useful defensi
ness bility
on
The consistency and stability of HR data over time. Reliable data should
produce the same results under consistent conditions.
Issues in HR Analytics:
❌ Inconsistent employee performance ratings: If different managers
assess performance using different criteria, ratings become unreliable.
❌ Fluctuating recruitment metrics: If time-to-hire or cost-per-hire data
varies significantly without justification, it questions data reliability.
Degree of
Solution:
reliability
validity ✔ Standardize data collection methods and use structured HR metrics.
✔ Use automated data validation checks to ensure consistency.
✔ Train HR teams on consistent data reporting standards
 Data Data
useful defensi
ness bility

The level of inconsistency in HR data across different datasets or reporting

periods.
Issues in HR Analytics:
❌ Mismatch between HRIS and payroll data: If employee salary data in
HRIS does not match payroll records, it creates compliance risks.
❌ Conflicting employee headcount reports: Different HR systems may
Degree
Degree ofof report different workforce numbers due to inconsistent data updates.
variation
reliability
validity Solution:
✔ Implement data harmonization techniques to ensure uniformity across
multiple HR databases.
✔ Conduct cross-validation of reports before making HR decisions.
✔ Maintain a single source of truth (SSOT) to prevent data discrepancies
 Data
defensi
bility

The extent to which HR data serves a meaningful purpose for HR decision-

making and strategic planning.
Issues in HR Analytics:
❌ Data overload without actionable insights: HR teams might collect vast
amounts of data but fail to extract meaningful conclusions.
Dataof
Degree
Degree of ❌ Lack of relevant workforce analytics: Collecting demographic data
without analyzing its impact on diversity and inclusion (D&I) efforts.
usefulness
variation
reliability
validity
Solution:
✔ Focus on key HR metrics that drive business impact.
✔ Use data visualization tools like Power BI or Tableau to transform raw data
into actionable insights.
✔ Align HR data collection with business objectives to enhance decision-
making.
 The ability to justify HR data and analytics findings with transparency,
accuracy, and compliance.
Issues in HR Analytics:
❌ Legal and compliance risks: Poor documentation of workforce diversity
data may lead to regulatory non-compliance (e.g., Equal Employment
Opportunity laws).
❌ Lack of transparency in AI-driven hiring: If recruitment algorithms are
not explainable, hiring decisions may appear biased or discriminatory.
Data
Degree
Dataof
Degree of
defensibility
usefulness Solution:
variation
reliability
validity
✔ Ensure data governance and compliance with labor laws (e.g., GDPR,
HIPAA).
✔ Use explainable AI models in HR analytics to justify predictive hiring or
performance evaluations.
✔ Maintain detailed audit trails of HR data changes to ensure accountability
 DATA COLLECTION IN HR
• HR data collection involves gathering structured and unstructured data from multiple sources
to support HR decision-making.
• Types of hr data collected ( Qualitative and Quantitative)
1
1️⃣ employee demographics – age, gender, location, education, experience.
2️⃣ recruitment data – applications received, hiring sources, cost-per-hire,
time-to-hire.
3️⃣ performance data – kpis, ratings, feedback, goal achievement.
4️⃣ engagement & satisfaction data – surveys, turnover trends,
absenteeism.
5️⃣ compensation & benefits data – payroll, incentives, bonus structures.
6️⃣ training & development data – training completion rates, skill gaps,
learning effectiveness.
METHODS OF HR DATA COLLECTION
🔹 HR information systems (HRIS):

Centralized platforms like SAP Success Factors, oracle HCM, workday.

🔹 Employee self-service portals:

Employees update personal information and feedback.

🔹 Surveys and feedback forms:

Used for engagement, satisfaction, and performance insights.

🔹 Performance management systems:

Real-time feedback, appraisal scores, 360-degree reviews.

🔹 Biometric & attendance systems:

Tracks absenteeism, work hours, and overtime.

🔹 Social media & external data sources:

Linkedin profiles, glassdoor reviews, job market trend

BEST PRACTICES FOR HR DATA COLLECTION

✔ Ensure data privacy & security – comply with GDPR, HIPAA, and other
regulations.
✔ Automate data entry – reduces human error and improves efficiency.
✔ Use AI for sentiment analysis – analyse unstructured employee feedback.
✔ Standardize data collection methods – use consistent formats across systems.
STEPS FOR HR DATA
COLLECTION
• Identification of issues and opportunities for data collection
• Fixing priorities
• Planning for approach and methods
• Collection of data
• Data analysis and interpretation
• Framing HR decisions
BIG DATA FOR HUMAN RESOURCES
• Big data in HR refers to the collection, analysis, and application of large and
complex datasets to optimize workforce management, improve decision-making,
and enhance HR strategies. It helps HR professionals track trends, predict future
workforce needs, and make data-driven decisions.

• Big data in hr involves processing vast amounts of information from multiple

sources, such as employee records, recruitment data, performance evaluations,
and engagement surveys. It enables HR professionals to identify patterns, forecast
workforce trends, and implement proactive HR strategies.
KEY CHARACTERISTICS OF BIG DATA IN HR

✅ Volume – large amounts of structured and unstructured HR data.

✅ Velocity – continuous data collection in real-time from multiple sources.
✅ Variety – data comes in various formats, including text, images, and social media posts.
✅ Veracity – ensuring data accuracy and reliability for meaningful insights.
✅ Value – extracting actionable insights to drive HR decision-making
 SOURCES OF BIG DATA IN HR
Big data in HR is gathered from multiple internal and external sources, including:
🔹 HR information systems (HRIS): employee demographics, payroll, benefits, and performance data.
🔹 Recruitment platforms: applicant tracking systems (ATS), job boards, linkedin, and career portals.
🔹 Performance management systems: employee goals, appraisals, feedback, and ratings.
🔹 Employee engagement tools: pulse surveys, sentiment analysis, and communication platforms.
🔹 Attendance and biometric systems: time tracking, absenteeism, and overtime records.
🔹 Social media and external data: employee reviews, market trends, and competitor analysis.
TRANSFORMING HR DATA INTO HR INFORMATION AND ANALYTICS

HR data is a raw collection of numbers, records, and details about employees, payroll,
recruitment, performance, and other workforce aspects. However, for HR to drive
strategic decisions, data must be transformed into meaningful HR
information through analysis, reporting, and visualization.

🔹 Definition:

Converting raw HR data into structured, meaningful, and actionable insights that HR
professionals can use to make informed decisions.
 PROCESS:
✔ Data collection – gathering employee records, recruitment metrics, payroll details, and performance
reports from HRIS, ATS, and payroll systems.
✔ Data cleaning – removing duplicate, incomplete, or incorrect data to improve accuracy.
✔ Data analysis – identifying trends, patterns, and anomalies in HR data.
✔ Data interpretation – transforming analyzed data into actionable HR information for workforce
planning and decision-making.

🔹 Example:

✅ Raw data: attendance records of employees.

✅ HR information: patterns in absenteeism rates across departments and locations, leading to policy
changes on leave management
 HR REPORTING
Definition:

• HR reporting refers to the structured presentation of HR data in reports that help managers track
key workforce metrics.

• Types of hr reports
HR reports are essential for tracking workforce trends, managing employee information, and making
data-driven HR decisions. Below are the key types of HR reports along with their components and
significance
HR REPORTING- FORMS OF REPORTS
Detailed employees report,

Detailed payroll report,

Detailed leave report,

Detailed performance report,

Detailed training report

Dashboards
 HR REPORTING- FORMS OF REPORTS
Detailed employees report,
📌 Purpose: Provides a comprehensive overview of all employees in the organization.
📌 Key Components:
✔ Employee Name, ID, Department, and Designation
✔ Date of Joining, Employment Type (Full-time, Part-time, Contract)
✔ Contact Details (Phone, Email, Address)
✔ Work Location & Reporting Manager
✔ Job History (Promotions, Transfers, Past Roles)
✅ Use Case: Helps HR in workforce planning, compliance tracking, and record-keeping.
📌 Example: A yearly employee report can help HR assess workforce demographics, such as age distribution
and gender diversity.
 Reporti
ng
Date of Employment Manag
Employee ID Name Department Designation Joining Type Location er
EMP001 Aditi Rao HR HR Manager 2018-06-15 Full-time Mumbai CEO
EMP002 Raj Sharma Finance Accountant 2019-09-22 Full-time Delhi CFO
EMP003 Priya Das IT Software Eng. 2021-03-11 Full-time Bangalore IT Head

Sales
Manage
EMP004 Neha Patel Sales Sales Exec. 2020-07-01 Contract Chennai r

Marketi
ng
EMP005 Arun Singh Marketing SEO Analyst 2022-01-05 Part-time Kolkata Head
HR REPORTING- FORMS OF REPORTS
Detailed
Detailedemployees
payroll report,
report,

📌 Purpose: Tracks salary payments, deductions, and financial compliance.

📌 Key Components:
✔ Employee Basic Salary & Gross Salary
✔ Bonus, Incentives, and Overtime Pay
✔ Tax Deductions (Income Tax, Provident Fund, Social Security)
✔ Loan Repayments & Other Deductions
✔ Net Salary Paid & Payment Method
✅ Use Case: Helps HR and finance teams in payroll auditing, tax compliance, and salary
benchmarking.
 Tax Loan Net
Employee Basic Salary Deduction Deduction Salar Paymen
ID Name (₹) Bonus (₹) (₹) (₹) y (₹) t Mode
85,00 Bank
EMP001 Aditi Rao 80,000 10,000 5,000 0 0 Transfer
59,00 Bank
EMP002 Raj Sharma 60,000 5,000 4,000 2,000 0 Transfer
72,50 UPI
EMP003 Priya Das 70,000 8,000 5,500 0 0 Transfer
49,50
EMP004 Neha Patel 50,000 4,000 3,000 1,500 0 Cheque
40,50 Bank
EMP005 Arun Singh 40,000 3,000 2,500 0 0 Transfer
 HR REPORTING- FORMS OF REPORTS
Detailed
Detailed
Detailed leave report,
employees
payroll report,
report,

📌 Purpose: Monitors employee leaves, absenteeism, and leave trends.

📌 Key Components:
✔ Types of Leaves Taken (Paid Leave, Sick Leave, Casual Leave, Unpaid Leave)
✔ Number of Leave Days Utilized vs. Available
✔ Leave Requests and Approvals
✔ Trends in Leave Usage (Frequent Absences, Seasonal Leaves)
✔ Department-wise Leave Utilization
✅ Use Case: Helps HR manage workforce availability and design leave policies.
📌 Example: A quarterly leave report can highlight departments with excessive absenteeism, signaling potential
burnout issues.
 Rema
Total ining
Employee Leaves Leaves Sick Casual Unpaid Leave
ID Name Allowed Taken Leaves Leaves Leaves s
EMP001 Aditi Rao 24 18 5 10 3 6
Raj
EMP002 Sharma 24 12 3 7 2 12
EMP003 Priya Das 24 20 6 8 6 4
EMP004 Neha Patel 24 22 7 9 6 2
EMP005 Arun Singh 24 14 4 7 3 10
 HR REPORTING- FORMS OF REPORTS
Detailed
Detailedperformance
Detailed
Detailedemployees
payroll report,
leave report,
report,
report,

📌 Purpose: Evaluates employee performance and tracks key performance indicators (KPIs).
📌 Key Components:
✔ Individual & Team Performance Scores
✔ Goal Achievement & KPI Tracking
✔ Manager & Peer Reviews
✔ Productivity Metrics (Projects Completed, Sales Achieved, Targets Met)
✔ Training & Skill Development Progress
✅ Use Case: Helps HR in performance appraisals, promotions, and training needs analysis.
📌 Example: A mid-year performance report can help managers identify top performers for promotions and
training for employees who need improvement
 Traini
Performance ng
Score (out of Requi
Employee ID Name KPIs Met (%) Goals Achieved 10) red?

EMP001 Aditi Rao 90% 18/20 9 No

EMP002 Raj Sharma 80% 16/20 8 Yes

EMP003 Priya Das 75% 15/20 7.5 Yes

EMP004 Neha Patel 85% 17/20 8.5 No

EMP005 Arun Singh 70% 14/20 7 Yes

 HR REPORTING- FORMS OF REPORTS
Detailed performance
Dashboards
Detailed
Detailed
Detailed
Detailed training report,
report
leave report,
employees
payroll report,
report,
A Detailed Training Report is a structured document that provides insights into employee training activities, including
participation, completion status, assessment scores, and future training needs. It helps HR professionals track learning
progress, skill development, and the effectiveness of training programs within an organization
Key Components of a Detailed Training Report

• Employee Details
• Training Program Information
• Training Format and Type
• Performance & Evaluation
• Future Training Recommendations
Metric Value

Total Employees 350

New Hires (Last 3 Months) 15

Average Time to Hire 35 Days

Employee Turnover Rate 8%

Training Completion Rate 90%

Gender Diversity Ratio 55% Male, 45% Female

Absenteeism Rate 3.5%

 HR REPORTING- FORMS OF REPORTS
Detailed
Detailedperformance
Detailed
Detailed
Detailed training report,
report
leave report,
employees
payroll report,
report,

📌 Purpose: Visual representation of HR data for quick decision-making.

📌 Key Features:
✔ Real-time HR Data Analytics
✔ Interactive Charts & Graphs
✔ Recruitment, Attrition, and Employee Engagement Metrics
✔ Salary & Payroll Trends
✔ Diversity & Inclusion Metrics
✅ Use Case: Helps HR leaders track workforce trends in real time and make strategic decisions.
 Next
Assessme Train
Training Training Trainer Training Completion nt Score ing
Employee ID Name Program Date Name Type Status (%) Due

Leadership Ramesh 2025-

EMP001 Aditi Rao Skills 2024-01-15 Verma Workshop Completed 85% 01-10

Financial 2025-
EMP002 Raj Sharma Analytics 2024-02-10 Neha Kapoor Online Completed 78% 02-05

Advanced Sandeep 2025-

EMP003 Priya Das Excel 2024-03-05 Singh Classroom Completed 92% 03-01

Sales 2024-
EMP004 Neha Patel Techniques 2024-01-25 Priya Mehta Online In Progress N/A 06-15

Digital 2025-
EMP005 Arun Singh Marketing 2024-02-20 Rohit Sharma Workshop Completed 80% 02-15
HR REPORT VISUALIZATION
• HR report visualization uses charts, graphs, and dashboards to present HR
data in an easy-to-understand format.
🔹 Visualization tools:

• 📊 Tableau – advanced data visualization for workforce analytics.

📊 Power BI – interactive dashboards for HR decision-making.
📊 Excel – basic charts and pivot tables for quick HR reporting
PERFORMING ROOT CAUSE ANALYSIS IN HR
Root cause analysis (RCA) is the process of identifying the underlying causes of HR
challenges rather than just treating symptoms.
🔹 Steps for RCA in hr:

• ✔ Identify the problem – example: A department has high employee turnover.

✔ Gather data – collect exit interview responses, performance data, and engagement
survey results.
✔ Analyse patterns – use statistical tools to identify common reasons for attrition.
✔ Find root causes – example: employees are leaving due to lack of career growth
opportunities.
✔ Implement solutions – introduce mentorship programs and career development
initiatives
DATAFICATION OF HUMAN RESOURCES
Datafication in HR refers to the process of converting HR processes into measurable data-driven
insights to improve decision-making.
🔹 How datafication transforms HR:

• 📌 Data-driven hiring – AI-driven screening of candidates based on skills, experience, and cultural fit.
📌 Predictive HR analytics – forecasting employee attrition, engagement, and workforce productivity.
📌 HR optimization – using HR data to improve training, performance management, and compensation
strategies.