1 min read · 122 words
HR tech and analytics maturity: from dashboards to predictive attrition models.
Analytics maturity ladder
- Descriptive: turnover-dashboard, headcount ratios; diagnostic: exit-interview coding, driver analysis.
- Predictive: attrition-risk scoring; prescriptive: intervention targeting and ROI models.
Metric families
- Turnover (voluntary vs regretted), absenteeism rate, time-to-fill, offer-accept rate, revenue per employee, engagement index.
- HR scorecard and strategy map: linking people metrics to business outcomes.
New world of work
- Hybrid work policy design; gig and platform workforce management; continuous performance feedback tools.
- AI in hiring: bias audits and explainability; moonlighting policy debates; skill-based organisation redesign.
- Employee experience: journey mapping alongside engagement pulse surveys.
Revise in 30 seconds
- Four analytics maturity levels.
- Regretted turnover is the metric that matters.
- AI hiring needs bias audits.
- Skill-based orgs and gig management trends.
Quick revision
- Descriptive: turnover-dashboard, headcount ratios; diagnostic: exit-interview coding, driver analysis.
- Predictive: attrition-risk scoring; prescriptive: intervention targeting and ROI models.
- Turnover (voluntary vs regretted), absenteeism rate, time-to-fill, offer-accept rate, revenue per employee, engagement index.
- HR scorecard and strategy map: linking people metrics to business outcomes.
- Hybrid work policy design; gig and platform workforce management; continuous performance feedback tools.
- AI in hiring: bias audits and explainability; moonlighting policy debates; skill-based organisation redesign.