The Evolution of HR Analytics 

In the past, HR professionals were mainly focused on the day-to-day people operations of a business setting. With an increase in technological advances in the last decade, HR roles have evolved and continue to change depending on the organization thereby beginning the evolution of HR analytics.     

The History of HR

HR roles began when laborers fought and received more rights against discrimination, workplace safety and unequal pay. Today, an HR professional’s role can vary depending on the industry and the company.

Human resource roles include: 

• C-Suite Leadership as a Chief HR Officer
• Recruitment and retention of quality employees 
• Talent and benefits management

The roles of HR employees have remained, but with the advancement of technology, analytics has become the main focus within these roles. 

“As organizations become more complex, data helps clarify the picture of what’s going on as it relates to employee engagement and retention,” says Dr. Michele Rigolizzo, an assistant professor at the Feliciano School of Business at Montclair State University. 

Companies have increasing concerns about workplace morale, employee productivity and retention. HR analytics is the key to measuring and reporting on those areas.

The Evolution of Human Resource Analytics

HR analytics uses data and research to portray to a company how best to recruit, manage, and lead employees. For example, an HR analyst’s task would be to compile and analyze data trends on recruitment and hiring practices, compensation, employee performance, turnover, and engagement.        

Common HR analyst responsibilities include: 

• Creating and coordinating data collection
• Performing research
• Reporting on the data to key stakeholders
• Tracking data trends

Predictive analytics and artificial intelligence (AI) are helping to lead the evolution of HR Analytics. This is why HR analytics requires technical skills, such as project management, data analysis, data visualization and computer software skills. 

Predictive Analytics and AI in HR

Predictive analytics helps businesses analyze past and current data to make better predictions about future events. HR professionals who are trained in predictive analytics play an important role in various industries. Predictive analytics involves statistical techniques such as: 

• Data mining
• Machine learning
• Predictive modeling

AI helps HR analysts to reduce bias in hiring and promotional decisions, improve efficiency in hiring, and allow HR specialists to have more face-to-face time with employees. 

Predictive analytics and AI have shaped a new form of HR analyst, called people analysts. People analytics have always been a part of HR, but the job title of people analyst has grown with new technologies and approaches to business.

Businesses want to focus more on the culture of the workplace, thus HR analysts collecting, analyzing, and reporting on inclusion, promotions, and pay practices is important. 

Future-Proof Your HR Career

Montclair State University’s Master of Science in HR Analytics program will help you gain the skills necessary to excel in technological and data-driven HR roles such as HR Director, People Analyst or HR Analyst.

You’ll complete this fully online master’s program in an average of 2 years, gain HR and analytics skills to work in any industry and complete coursework that will give you the skills to advance your career. 

Some of our MS in HR Analytics courses include: 

• Data visualizations
• Business communications
• Human resource analytics
• Managing Global Workforce
• Advanced HR data analytics

If you’d like to learn more about this HR analytics program at Montclair State University, visit our overview page today!