Workforce analytics applies data, statistics and sometimes machine learning to HR and people datasets to improve decisions about hiring, pay, retention, performance and workforce planning. Instead of relying on intuition, management can see which roles drive the most value, which talent pools have the highest attrition risk, and which recruitment channels actually produce high performers. Consultants will typically cleanse and integrate HRIS, finance and operational data, build dashboards and define KPIs that business leaders can understand. In more mature settings, predictive models are used to forecast skills gaps or overtime costs under different demand scenarios. This enables HR to shift from a transactional function to a strategic partner that supports growth, cost control and risk management.
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Workforce Analytics: What it actually means?
