Next-level People Analytics:
Predictive Analytics for HR

Only 29% of companies say they are good or very good at making positive changes based on people analytics; 35% rate themselves as “moderate” in this area, according to a study sponsored by Oracle.1

Our data scientists help you analyze employee behavior, attitudes, and outcomes and take action with predictive analytics for HR.

Human resources predictive models can leverage a range of employee data. This can include workforce census, recruiting metrics, surveys and staff feedback, and even social media sentiment.

The scenario is a common one. Sara has been a loyal employee for years, but she is feeling burned out and undervalued. But her dissatisfaction isn't on the radar. Can predictive analytics help the company retain a valuable contributor?
People analytics have been descriptive. Make the shift to predictive.
What are some common indicators of employee burn out?
  • Decreased productivity: Reduced output, missed deadlines, and low quality work.
  • Increased absenteeism: More time off, frequent sick days, and short-term leaves.
  • Decreased collaboration: Reduced participation in team activities and decreased communication.
  • Decreased motivation: Reduced enthusiasm, lack of initiative, and decreased commitment.
  • Decreased engagement: Reduced participation in extra-curricular activities and events.
  • Decreased communication: Reduced responsiveness, decreased frequency of communication.
  • Turnover rates: Attrition based on roles, geography, demographics and other factors

If you think about it, most are lagging indicators and companies cannot take action until it is too late.

Let’s talk about AI solutions for HR

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Take advantage of a no-cost consultation with our experienced data scientists to discuss business outcomes.
We’ll work with you to explore your business needs and data. We can recommend approaches to applying predictive models.

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As noted in Oracle’s report on The State of HR Analytics 1

Organizations mostly rely on descriptive HR analytics

  • Roughly two-thirds of organizations (68%) make at least moderate use of descriptive analytics.
  • Only about one-third of organizations (34%) make at least moderate use of predictive analytics and 43% make at least moderate use of prescriptive analytics.
  • Only 15% of organizations make high or very high use of predictive analytics and another 15% make high or very high use of prescriptive analytics.

Predictive Analytics for HR in Action

Capture main ideas

Our analytics tools use Natural Language Processing (NLP) to automatically capture the main ideas from employee feedback.

Focus on outcomes

Deriving insights from data is just part of the story. We help you translate the findings into actions you can take.

Engage the human touch

Seamlessly translate quantitative findings into action plans and employee communications.

Using Unstructured Text in People Analytics

With the excitement behind new chatbot technologies, you may have been hearing more Natural Language Processing(NLP). NLP uses machine learning algorithms to analyze human language data. It can be used in Human Resources to understand employee attitudes and sentiment by analyzing their words in emails, chats, and survey responses.

NLP can also identify patterns in language usage that indicate high levels of stress or dissatisfaction. By identifying these patterns, NLP can predict which employees are most at risk of leaving the company. Companies can then take proactive steps to retain these valuable employees. NLP offers a new way for HR departments to improve employee satisfaction and reduce attrition.

Questions to consider as you begin the predictive HR analytics journey

How concerned should I be about existing HR data and HR metrics?

Before you jump to analyzing data, you have to ask if you even have the right datasets. To take maximum advantage of predictive HR analytics, you may need to evaluate your sources of HR data. And even if you don’t have the right historical data today, there are steps you can take to build your capabilities for HR prediction.

“Little about people analytics is easy,” researchers wrote in the Oracle report’s executive summary. “It can be hard to collect data, clean it and draw insights from it. It’s even harder when there’s a need to integrate data among multiple systems–and commonly that is indeed needed.”

Consulting firm McKinsey has found that one of the ingredients of long term success is, “Significant and dedicated data-engineering resources. We found that the greatest team differentiator was the level of dedicated data-engineering resources available to it for propelling data creation and quality control.” 2

Phil Pringle from Qualtrics notes that companies, “need to go beyond annual pulse surveys or collecting operational data from IT around things like service usage, average handle time, and first-call resolution. Instead, employers need to get smart in the way they collect, understand, and act on experience data (X-data). 3

And finally, consider this observation: “…a key aspect that is crucial to the success of your PA efforts is the democratisation of your data. By making your data accessible to all stakeholders and allowing them to play an active role in analysis and decision-making, you can harness the power of people analytics for a brighter future. ” 4

Do we have the right in-house data science talent?

An other success factor Mckinsey identified was the need for a robust data-science function. “As we expected, all the leading people analytics teams we interviewed have invested heavily in acquiring data-science talent, though their approaches differ. The best teams hire and develop specialists in specific disciplines of data science but nevertheless expect all of these individuals to operate in a nimble, cross-functional way in order to meet evolving needs.

We partner with your in-house teams to create predictive analytics for HR

Beyond the Arc is an industry leader in predictive analytics. Our services for talent management and workforce analytics include:

  • Predictive analytics & text analytics and NLP
  • Statistical analysis and statistics modeling
  • Data preparation and aggregation of all data sources
  • Data visualization and dashboards
  • Deployment of predictive analytics models
  • Software needs assessment & predictive analytics deployment
  • Training for hands-on analysts, as well as for HR managers
  • Support for HR leadership, from analysis to action

Voice of the Employee

Businesses need to deliver exceptional customer experiences —and that starts with your employees.

A Voice of the Employee program aligns the work of HR with the work of the organization’s Customer Experience teams. It is a regular feedback mechanism where employees can provide input on their experiences at work.

Such a program allows companies to understand employee perspectives and identify areas for improvement. It helps to increase employee engagement and job satisfaction, reducing employee turnover. When combined with robust analytics, the program can help reveal emerging trends.

Here’s how we can help you optimize people analytics:


1 – The State of HR Analytics 2021 sponsored by Oracle
2 – How to Be Great at People Analytics, McKinsey
3 – Fighting the great resignation with predictive analytics, Technology Magazine
4 – How is predictive analytics shaping the future of HR, myhrfuture.com
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