#hrdata

[mmeenterprises]

GCC Salary Intelligence Report 2026

Deep-dive into compensation benchmarks, hiring trends, and workforce costs to guide strategic expansion.

Compensation and Benefits

Www.mmerecruitmentconsultants.com

[hr365india]

Making Data Work Smarter, Not Harder

Accurate data drives smarter strategies. Ensure your business runs on reliable, up-to-date information to stay compliant, efficient, and growth-focused.

https://hr365.com/in/analytics/

[market-insider]

HR Analytics: Role of People Analytics in HR Decision-Making

The global HR analytics market size is expected to reach USD 8.59 billion by 2030, growing at a CAGR of 14.8% from 2023 to 2030, according to the new reports of Grand View Research, Inc. The increasing adoption of automation and digitization of HR operations to create agile and effective approaches is expected to drive the market demand over the forecast period. HR analytics enables businesses to assess the impact of people’s policies on their bottom line, as well as detect future trends and develop future skills. Implementing the latest technologies, such as Artificial Intelligence (AI), advanced analytics, and Machine Learning (ML), helps in employee retention and engagement to enhance and improve HR operations, which is expected to drive market growth.

HR Analytics Market Report Highlights

The talent analytics segment will register a CAGR of over 16.9% during the forecast period due to the need for businesses to attract the right talent with the help of technologies, such as AI, ML, and deep learning

The support & maintenance segment is expected to witness a significant CAGR of 17.9% during the forecast period. The demand is expected to rise due to the growing need for timely system patching and security updates

The hosted segment is expected to observe a CAGR of 17.7% during the forecast period.It enables businesses to access data from any connected device at any time, expanding the scope for customization and enabling the implementation of analytical tools across multiple business channels. These advantages will contribute to the segment's growth over the forecast period

The Small & Medium Enterprises (SMEs) segment is expected to observe a CAGR of 16.5% during the forecast period. With the help of HR analytics, SMEs can control their solutions across multiple geographies and manage multiple employees. At the same time, they can build on their existing strengths to enhance employee satisfaction and workplace culture in the long run. These benefits will drive the segment growth

The retail segment is expected to witness a CAGR of 17.3% during the forecast period. Companies in retail are experimenting with new ways to gain remote access to their assets, customers, resources, and required data by utilizing various IT services. This has undoubtedly increased the rate of adoption of HR analytics solutions

Asia Pacific is expected to witness significant growth of a CAGR of 16.8% during the forecast period. A rise in the number of automation initiatives being conducted to improve organizational productivity and the presence of a skilled & large labor force is estimated to drive the regional market

For More Details or Sample Copy please visit link @: HR Analytics Market Report

HR analytics solutions can handle tremendous amounts of data, and it helps organizations to achieve an efficient recruiting process. Organizations can leverage advanced analytics to improve scouting talent, performance improvement recruiting, boosting employee happiness, training, hiring, onboarding, attrition, employee demographics, and retention. Better analytical capabilities emerge from more data collection, and predictive analytics technology enables synchronous and real-time intervention, which is why businesses use analytics tools. They can shorten the time it takes for recruiters to review and sort through many resumes. These benefits provided by HR analytics will supplement the market growth during the forecast period.

HR analytics solutions and services ease complex compensation planning, allowing businesses to improve budget allocations and support compensation decisions while adhering to organizational guidelines. Furthermore, organizations all over the world are establishing a digital workplace that allows for flexibility, mobility, and the use of modern communication tools. For instance, in May 2022, IBM Corp. partnered with Ernst & Young Global Ltd. to assist businesses in addressing workforce challenges post-COVID-19 pandemic. Both companies established the Talent Center of Excellence (COE) to develop hybrid cloud-based AI solutions for HR and payroll transformation services.

List of Key Players in the HR Analytics Market

Cegid

Crunchr

GainInsights

IBM Corp.

Infor

MicroStrategy Inc.

Oracle Corp.

Sage Software Solutions Pvt Ltd.

SAP SE

Sisense Inc.

TABLEAU SOFTWARE, LLC.

We have segmented the global HR analytics market based on solution, service, deployment, enterprise size, end-use, and region

[hrpedia]

What is HR Data Integration and How to Streamline Data with HR Technology? - Read News Blog

As a human resource manager or professional, it is quite easy to feel swamped by numerous applications and cloud-based in your system. The n

Find out how data integration can revolutionize your HR department and get insights into the latest technology that makes it possible!

[99datacd]

The database consist of hr professional, hr manager, hr head, hr customer care, hr executive, hr officer along with mobile number and email ids of HR (Human Resource) Professional.

[hiqlabs-blog]

hiQ  Labs is featured in  Deloitte 2015 Trends People Data Everywhere....

HiQ Labs was featured in the Deloitte University Press article "People Data Everywhere" as an innovative start-up quantifying the next generation of HR data - publicly available people data.  The article points out that leading organizations routinely use publicly available external employee data to monitor our company brands, industry sentiment and especially within recruiting functions as we search out top talent.

In today's information age, you'll miss the boat if you aren't aware of what your employees are doing and sharing out there. In fact, the article sites that 52% of their survey respondents indicated that capitalizing on "people data everywhere" is an "important" or "very important" priority for 2015.

Deloitte’s research confirms that "today’s forward-thinking HR organizations are well aware of the treasure trove of data available through outside sources—such as social networks—that can help monitor and build employment brand, identify and recruit talent, better understand compensation strategies, recognize flight risk, and monitor employee satisfaction and engagement."  And it's no surprise why that information is so valuable- information volunteered by employees on social networking sites is more complete and accurate than what is housed inside our own HRIS system.  

HiQ Labs takes that rich, external data and uses complex statistical algorithms that monitor and predict patterns of job-seeking behavior, as well as position, industry and geographic risk factors (such as hot market skills), to determine individual attrition risk, and it turns out that the external data is more predictive than internal data alone. 

“For applications like predicting flight risk or understanding the drivers of retention, our experience shows that public data can be significantly more predictive than internal HR data about people.” - Darren Kaplan, CEO, hiQ Labs

[hiqlabs-blog]

hiQ CEO, Darren Kaplan and Mckesson's leader of the Workforce Intelligence Center of Expertise Amit Mohindra, Keynote at Morgan Stanley's HR Data Analytics Event

hiQ Labs CEO Darren Kaplan was invited to speak at New York’s largest HR Data Meetup hosted at Morgan Stanley.   It was a standing room only event attended by some of the most powerful brands from every sector including IBM, Avis and Pfizer .

The event was held on of the top floor overlooking the NYC skyline and was the perfect venue for this blue sky People Analytics conversation.   

 Amit Mohindra,  Vice President, Talent Management & Diversity at McKesson kicked of the program with a compelling talkabout his experience and his vision on where Workforce Intelligence is heading.  His talk was framed around what he calls "Mohindra’s laws." It was smart, sophisticated and spot on. It was easy to see why he is one of the most sought after HR Speakers.

Darren Kaplan, CEO hiQ Labs continued the momentum  focusing his TED talk around the importance of public data and data integrity at hiQ Labs.   The hiQ Labs team of PhDs who are all based in San Francisco, CA,  has proved that public data variables can increase the accuracy of  ANY company's retention  models, ensuring the right talent doesn't leave for the wrong reasons.   Mr. Kaplan applauded the audience for being the new breed of HR People Analytics and asked them to challenge themselves to continue being disruptors in this space by using public make data driven decisions.

hIQ Labs known as the Global standard of People Analytics, spent the rest of the session answering smart questions about how our other Fortune 100 customers are using hiQ Labs models for retention selection and workforce planning.   Many attendees asked about our data sources, how our models work, and the importance of using public data.

 hiQ Labs is looking forward to many future HR technology discussions including a presentation at NYU in the coming months and we look forward to sharing these learnings with the HR community.

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[hiqlabs-blog]

Congratulations to hiQ Labs Corporate Council Member McKesson for being featured in The Rise of Adaptive Analytics – Five Principles for Maintaining a Competitive Edge in Workforce Analytics

hiQ Labs Corporate Council member Amit Mohindra of McKesson, was recently featured in a piece called The Rise of Adaptive Analytics.  As the Vice President of  Workforce Intelligence Center for Excellence at McKesson, Mr. Mohindra shares five principles for maintaining a competitive edge in workforce analytics and planning:

   1. Don’t let workforce planning be an island.  By connecting with other analytics groups within the company, you can ensure that there is a large internal labor market for analytics  talent to expand and diversity career options.

   2. Diversity your workforce analytics talent profiles.  Mohindra recommends hiring people with various backgrounds – he’s hired internal talent  from HR, Finance,  Operations and IT, as each person brings a new perspective, skills and relationships to the team.

   3. Create matrix relationships across your organization. Avoid building an ‘ivory tower’ where all of the data and understanding stay with your unit.  Look for ways to build analytics infrastructure in your business units and across other divisions.

   4. Organize for success.  Mohindra believes in a separate of reporting and analytics. At McKesson the basic HR reporting is housed within HR, and the more complicated analysis are escalated to his team.  Their team is organized into three pillars: Analytics, Workforce Planning and Operations & Technology.            

   5. Have an array of tools.  Their team uses many tools including Excel, Stata, SPSS, and as a team they are learning R for its flexibility and positive budget impact (it’s free, compared to SAS)

Contact us for more information about the article. To learn more about our Corporate Councils visit www.hiqlabs.com