The core responsibility of data analytics is to facilitate the employees and company with its meaningful strategies and policies. The evolution of business intelligence methods really revolutionized the core competencies of organizations in terms of marketing analytics, financial analytics, and human resource analytics we have analyzed the human resource data and performed the human resource analytics based on the historical and current data of the company by providing the data insights in terms of descriptive and predictive analysis. the core responsibility of human resources is not only acquiring the right talent but managing them properly, as the companies are growing exponentially and it human resources are expanding in the same way so now it is impossible for the companies to opt for conventional ways of managing the employees for that human resource analytics and the HRIS software is used sometimes people confuse the HRIS system with human resource analytics by considering the same tools for managing employees yet these are totally different as the HRIS system is an employee portal where the daily work activities of employees are saved it saves the employees records based on their training, raises and absenteeism, etc. whereas the human resource analytics stacks, organizes and analyzes the complete recorded data and generates meaningful insights out of it by providing the diagnosis and forecasting on the current data.

For the evaluation of analytical data, we would require the data in any type of form that had retrieved from their official intranet portal or HRIS system. by using Tableau software we will make data trends that will provide real-time scenarios to the human resource managers while analyzing their data via software they can apply certain insights that will not only favor the organization but the well-being of employees as well.

Types of problems solved using data analysis

• l Talent acquisition,
• l Staff retention,
• l Employee experience
• l Increasing productivity.
• l Prevents Misconduct in the Workplace
• l Increasing employees’ proficiency
• l Turnover rate
• l Return on investment 

 the organizational internal data it includes all the key aspects on the basis of which the human resource information system concludes the daily work activities. Sometimes the data is not properly organized, stacked, or cleaned so the human resource analytics scientists organize s the data and generate meaningful data insights out of It. The internal data includes: 

• · The overall personal data of employees
• · The appraisal records of employees
• · The benefits and compensation data of employees
• · Absenteeism records etc.

data analysis process