People Analytics and HR Analytics

4.

Core Application Areas in the Employee Lifecycle

4.1.

Talent Acquisition and Recruitment Analytics

4.1.1.

Sourcing Channel Effectiveness

4.1.1.1.

Analyzing Source Quality

4.1.1.2.

Cost per Source

4.1.1.3.

Source Diversity Analysis

4.1.1.4.

Channel Performance Trends

4.1.2.

Time-to-Fill and Time-to-Hire Analysis

4.1.2.1.

Measuring Recruitment Cycle Time

4.1.2.2.

Identifying Bottlenecks

4.1.2.3.

Benchmarking Against Industry Standards

4.1.2.4.

Seasonal and Role-Based Variations

4.1.3.

4.1.3.1.

Calculating Direct and Indirect Costs

4.1.3.2.

Benchmarking Costs

4.1.3.3.

Cost Optimization Strategies

4.1.3.4.

ROI of Recruitment Investments

4.1.4.

Quality of Hire Metrics

4.1.4.1.

Defining Quality of Hire

4.1.4.2.

Post-Hire Performance Tracking

4.1.4.3.

Retention of New Hires

4.1.4.4.

Manager Satisfaction Ratings

4.1.5.

Candidate Experience Analysis

4.1.5.1.

Measuring Candidate Satisfaction

4.1.5.2.

Drop-off Analysis in Recruitment Funnel

4.1.5.3.

Interview Process Effectiveness

4.1.5.4.

Offer Acceptance Rate Analysis

4.1.6.

Diversity in the Hiring Funnel

4.1.6.1.

Tracking Diversity at Each Stage

4.1.6.2.

Identifying Barriers to Diverse Hiring

4.1.6.3.

Bias Detection in Selection Process

4.1.6.4.

Inclusive Recruitment Strategies

4.1.7.

Predictive Hiring Models

4.1.7.1.

Predicting Candidate Success

4.1.7.2.

Reducing Early Attrition

4.1.7.3.

Skills-Based Hiring Analytics

4.1.7.4.

Cultural Fit Assessment

4.1.8.

Recruitment Marketing Analytics

4.1.8.1.

Employer Brand Effectiveness

4.1.8.2.

Job Posting Optimization

4.1.8.3.

Social Media Recruitment Impact

4.1.8.4.

Career Site Analytics

4.2.

Onboarding and New Hire Analytics

4.2.1.

New Hire Performance Trajectory (Ramp-up Time)

4.2.1.1.

Measuring Time to Productivity

4.2.1.2.

Identifying Success Factors

4.2.1.3.

Role-Specific Ramp-up Patterns

4.2.1.4.

Manager Impact on Ramp-up

4.2.2.

Onboarding Program Effectiveness

4.2.2.1.

Evaluating Onboarding Activities

4.2.2.2.

Correlating Onboarding with Retention

4.2.2.3.

Onboarding Completion Rates

4.2.2.4.

New Hire Satisfaction with Onboarding

4.2.3.

Early Attrition Analysis (First 90 Days)

4.2.3.1.

Identifying Causes of Early Turnover

4.2.3.2.

Interventions to Reduce Early Attrition

4.2.3.3.

Predictive Models for Early Departure

4.2.3.4.

Cost of Early Turnover

4.2.4.

Integration and Social Connection

4.2.4.1.

Network Building Analysis

4.2.4.2.

Mentorship Program Effectiveness

4.2.4.3.

Team Integration Metrics

4.2.4.4.

Cultural Assimilation Indicators

4.3.

Performance Management Analytics

4.3.1.

Identifying High-Potential Employees

4.3.1.1.

Defining High Potential Criteria

4.3.1.2.

Predictive Models for High Potential

4.3.1.3.

Career Trajectory Analysis

4.3.1.4.

Development Program Effectiveness

4.3.2.

Analyzing Performance Distribution

4.3.2.1.

Bell Curve Analysis

4.3.2.2.

Addressing Performance Clustering

4.3.2.3.

Performance Calibration Analysis

4.3.2.4.

Grade Inflation Detection

4.3.3.

Understanding Drivers of High Performance

4.3.3.1.

Correlating Inputs with Outcomes

4.3.3.2.

Environmental and Managerial Factors

4.3.3.3.

Team Dynamics Impact

4.3.3.4.

Resource and Support Factors

4.3.4.

Assessing Manager Effectiveness

4.3.4.1.

360-Degree Feedback Analysis

4.3.4.2.

Team Performance Metrics

4.3.4.3.

Manager Development Needs

4.3.4.4.

Span of Control Analysis

4.3.5.

Bias in Performance Reviews

4.3.5.1.

Detecting Rating Bias

4.3.5.2.

Mitigating Bias in Evaluation Processes

4.3.5.3.

Demographic Analysis of Ratings

4.3.5.4.

Calibration Session Effectiveness

4.3.6.

Goal Setting and Achievement Analysis

4.3.6.1.

Goal Quality Assessment

4.3.6.2.

Achievement Rate Analysis

4.3.6.3.

Goal Alignment with Business Objectives

4.3.6.4.

Stretch Goal Effectiveness

4.3.7.

Continuous Performance Management

4.3.7.1.

Frequency of Feedback Analysis

4.3.7.2.

Real-Time Performance Tracking

4.3.7.3.

Peer Feedback Integration

4.3.7.4.

Performance Conversation Quality

4.4.

Learning and Development (L&D) Analytics

4.4.1.

Training Program Effectiveness

4.4.1.1.

Pre- and Post-Training Assessment

4.4.1.2.

Measuring Knowledge Retention

4.4.1.3.

Skill Application on the Job

4.4.1.4.

Training Transfer Analysis

4.4.2.

Impact of L&D on Performance and Retention

4.4.2.1.

Linking Training to Performance Outcomes

4.4.2.2.

Analyzing Retention of Trained Employees

4.4.2.3.

Career Advancement Post-Training

4.4.2.4.

ROI of Training Programs

4.4.3.

Skills Gap Analysis

4.4.3.1.

Identifying Current Skill Levels

4.4.3.2.

Forecasting Future Skill Needs

4.4.3.3.

Skills Inventory Management

4.4.3.4.

Critical Skills Shortage Analysis

4.4.4.

Measuring Learning Engagement

4.4.4.1.

Tracking Participation Rates

4.4.4.2.

Analyzing Engagement Drivers

4.4.4.3.

Learning Path Completion

4.4.4.4.

Microlearning Effectiveness

4.4.5.

Personalized Learning Analytics

4.4.5.1.

Learning Style Analysis

4.4.5.2.

Adaptive Learning Pathways

4.4.5.3.

Individual Learning Progress

4.4.5.4.

Recommendation Engine Effectiveness

4.4.6.

Leadership Development Analytics

4.4.6.1.

Leadership Pipeline Analysis

4.4.6.2.

Development Program ROI

4.4.6.3.

Leadership Competency Growth

4.4.6.4.

Succession Readiness Assessment

4.5.

Compensation and Benefits Analytics

4.5.1.

Pay Equity and Fairness Analysis

4.5.1.1.

Gender Pay Gap Analysis

4.5.1.2.

Pay Equity by Role and Level

4.5.1.3.

Intersectional Pay Analysis

4.5.1.4.

Pay Transparency Impact

4.5.2.

Compensation Competitiveness (Compa-ratio)

4.5.2.1.

Market Benchmarking

4.5.2.2.

Internal Equity Analysis

4.5.2.3.

Geographic Pay Variations

4.5.2.4.

Pay Range Utilization

4.5.3.

Benefits Uptake and Cost Analysis

4.5.3.1.

Enrollment Rates by Benefit Type

4.5.3.2.

Cost-Benefit Analysis

4.5.3.3.

Employee Satisfaction with Benefits

4.5.3.4.

Benefits Communication Effectiveness

4.5.4.

Linking Compensation to Performance

4.5.4.1.

Pay-for-Performance Models

4.5.4.2.

Incentive Effectiveness

4.5.4.3.

Merit Increase Analysis

4.5.4.4.

Bonus Distribution Analysis

4.5.5.

Total Rewards Analytics

4.5.5.1.

Total Compensation Analysis

4.5.5.2.

Benefits Valuation

4.5.5.3.

Rewards Preference Analysis

4.5.5.4.

Flexible Benefits Utilization

4.5.6.

Executive Compensation Analysis

4.5.6.1.

Executive Pay Ratios

4.5.6.2.

Long-Term Incentive Effectiveness

4.5.6.3.

Pay-for-Performance Alignment

4.5.6.4.

Shareholder Return Correlation

4.6.

Employee Engagement and Experience Analytics

4.6.1.

Drivers of Employee Engagement

4.6.1.1.

Identifying Key Engagement Factors

4.6.1.2.

Segmenting Engagement by Demographics

4.6.1.3.

Manager Impact on Engagement

4.6.1.4.

Work Environment Factors

4.6.2.

Sentiment Analysis (from surveys and text data)

4.6.2.1.

Text Analytics Techniques

4.6.2.2.

Real-Time Sentiment Tracking

4.6.2.3.

Sentiment Trend Analysis

4.6.2.4.

Topic Modeling for Feedback

4.6.3.

Analyzing the Employee Net Promoter Score (eNPS)

4.6.3.1.

Calculating eNPS

4.6.3.2.

Interpreting eNPS Results

4.6.3.3.

eNPS Benchmarking

4.6.3.4.

Drivers of Promoter Behavior

4.6.4.

Key Moments in the Employee Journey

4.6.4.1.

Mapping Employee Touchpoints

4.6.4.2.

Analyzing Impact of Key Events

4.6.4.3.

Journey Stage Analysis

4.6.4.4.

Critical Moment Identification

4.6.5.

Work-Life Balance Analytics

4.6.5.1.

Workload Distribution Analysis

4.6.5.2.

Flexibility Program Effectiveness

4.6.5.3.

Burnout Risk Assessment

4.6.5.4.

Well-being Program Impact

4.6.6.

Employee Voice Analytics

4.6.6.1.

Feedback Channel Effectiveness

4.6.6.2.

Response and Resolution Tracking

4.6.6.3.

Anonymous Feedback Analysis

4.6.6.4.

Suggestion Program ROI

4.7.

Diversity, Equity, and Inclusion (DEI) Analytics

4.7.1.

Representation Metrics across Levels and Functions

4.7.1.1.

Workforce Demographics by Level

4.7.1.2.

Functional Diversity Analysis

4.7.1.3.

Leadership Diversity Tracking

4.7.1.4.

Pipeline Diversity Analysis

4.7.2.

Promotion and Advancement Rate Analysis

4.7.2.1.

Tracking Promotion Rates by Demographic

4.7.2.2.

Identifying Barriers to Advancement

4.7.2.3.

Career Progression Speed Analysis

4.7.2.4.

High-Potential Program Diversity

4.7.3.

Pay Gap Analysis by Demographics

4.7.3.1.

4.7.3.2.

Ethnicity Pay Gap

4.7.3.3.

Intersectional Pay Analysis

4.7.3.4.

Pay Gap Root Cause Analysis

4.7.4.

Inclusion and Belonging Metrics

4.7.4.1.

Measuring Inclusion through Surveys

4.7.4.2.

Analyzing Belonging Indicators

4.7.4.3.

Psychological Safety Assessment

4.7.4.4.

Inclusive Leadership Behaviors

4.7.5.

Attrition Rate by Demographic Group

4.7.5.1.

Turnover Analysis by Group

4.7.5.2.

Retention Strategies for Underrepresented Groups

4.7.5.3.

Exit Reason Analysis by Demographics

4.7.5.4.

Regrettable Loss Analysis

4.7.6.

Bias Detection and Mitigation

4.7.6.1.

Recruitment Bias Analysis

4.7.6.2.

Performance Review Bias

4.7.6.3.

Promotion Decision Bias

4.7.6.4.

Algorithmic Bias Testing

4.7.7.

DEI Program Effectiveness

4.7.7.1.

Training Program Impact

4.7.7.2.

Employee Resource Group Analytics

4.7.7.3.

Mentorship Program Outcomes

4.7.7.4.

Inclusive Culture Metrics

4.8.

Employee Retention and Attrition Analytics

4.8.1.

Calculating Attrition and Turnover Rates

4.8.1.1.

Voluntary vs. Involuntary Turnover

4.8.1.2.

Turnover by Department and Role

4.8.1.3.

Seasonal Turnover Patterns

4.8.1.4.

Cohort-Based Turnover Analysis

4.8.2.

Identifying Drivers of Voluntary Turnover

4.8.2.1.

Exit Survey Analysis

4.8.2.2.

Predictive Factors for Leaving

4.8.2.3.

Manager Relationship Impact

4.8.2.4.

Career Development Factors

4.8.3.

Predictive Attrition Modeling (Flight Risk)

4.8.3.1.

Building Attrition Risk Models

4.8.3.2.

Interpreting Model Outputs

4.8.3.3.

Early Warning Systems

4.8.3.4.

Intervention Trigger Points

4.8.4.

Cost of Turnover Analysis

4.8.4.1.

Direct and Indirect Costs of Turnover

4.8.4.2.

Impact on Team Performance

4.8.4.3.

Customer Impact Analysis

4.8.4.4.

Knowledge Loss Assessment

4.8.5.

Stay Interview Analysis

4.8.5.1.

Key Themes from Stay Interviews

4.8.5.2.

Action Planning Based on Feedback

4.8.5.3.

Stay Factor Identification

4.8.5.4.

Retention Strategy Development

4.8.6.

Retention Program Effectiveness

4.8.6.1.

Retention Initiative ROI

4.8.6.2.

Counter-Offer Analysis

4.8.6.3.

Alumni Rehire Analysis

4.8.6.4.

Long-Term Retention Trends

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