HR Analytics & Insights · Latest
How Malaysian enterprises turn payroll, attendance and leave data into workforce decisions — the governance, the metrics and the analytics layer that make it work.
Marianne David73 articles
Marianne DavidHR Analytics & Insights
Most HR teams have more data than ever and still struggle to act on it. Building an HR analytics culture is what turns dashboards into decisions. Here is where to start.
Marianne DavidHR Analytics & Insights
Predictive analytics is moving HR from reactive reporting to forward-looking decisions — from smarter headcount planning to spotting succession risk before it bites. Here is how it works in practice.
Marianne DavidHR Analytics & Insights
The conversation in boardrooms has changed. Where workforce decisions were once guided by instinct, precedent, and periodic headcount reports, a new discipline is taking hold: workforce intelligence. It is the practice of gathering, analysing, and applying people data to drive decisions at the highest levels of an organisation. This is not simply a technology story; […]
Marianne DavidHR Analytics & Insights
Predictive analytics models: why HR teams should care Predictive analytics models apply statistical and machine‑learning techniques to historical and behavioural HR data to forecast workforce outcomes such as turnover, absenteeism and future performance. This guide shows how predictive analytics models turn attendance, payroll, performance reviews and learning records into probabilities and scores that enable proactive […]
Marianne DavidHR Analytics & Insights
Between 2024 and 2026 the economics of AI shifted: cheaper compute, robust HRIS integrations and rising employee expectations for consumergrade experiences make this a turning point for people teams. Organisations can now deploy conversational assistants and prediction models at scale while integrating them into payroll, LMS and casemanagement systems. Expected benefits include faster insights at […]
Marianne DavidHR Analytics & Insights
Skill gap analysis is the structured comparison between the skills required to meet current and future business needs and the skills employees actually offer. According to a 2019 Brookings Institution article, this is commonly framed as a mismatch or discrepancy between job requirements and worker capabilities. OECD analysis (2024) similarly treats the gap as the […]
Marianne DavidHR Analytics & Insights
The term ‘Human Resources AI’ covers automation, machine learning models, conversational assistants and predictive analytics applied to HR processes. This guide explains what those technologies do, where they add measurable value and how HR leaders can apply them pragmatically with MiHCM products. What ‘Human Resources AI’ includes (quick taxonomy) Automation & workflow engines: routine approvals, […]
Marianne DavidHR Analytics & Insights
Employee Net Promoter Score (eNPS) is a single-question metric that asks employees how likely they are to recommend their organisation as a place to work on a 0–10 scale. The simplicity makes it ideal for regular pulse measurement and trend tracking within HR dashboards. Quick definitions: Promoters: respondents scoring 9–10. Passives: respondents scoring 7–8 (excluded […]
Marianne DavidHR Analytics & Insights
Predictive hiring analytics uses historical HR and recruitment data to generate candidate-fit signals that help recruiters prioritise applicants, shorten hiring cycles, and reduce early churn. For Small and Medium-sized Enterprises (SMEs), these methods offer a practical path to higher quality-of-hire without large analytics teams. SMEs typically hold useful HRIS and ATS records (applications, interview ratings, […]
Marianne DavidHR Analytics & Insights
Workforce planning and analytics is the combined discipline that links demand-and-supply forecasting for people with data-driven HR analytics (from descriptive through prescriptive) to align talent to strategy and cost. This guide shows how to move from raw HR, payroll and timesheet data to validated forecasts, scenario simulations and operational actions that shorten vacancy time, reduce […]
Marianne DavidHR Analytics & Insights
Predictive HR analytics uses historical HR, payroll, performance and engagement data plus statistical and machine-learning models to forecast workforce outcomes – for example, turnover risk, absenteeism spikes, hiring demand and likely performance. Why it matters in 2026: hiring costs and skills shortages remain high, hybrid work adds complexity to workforce planning, and organisations need to […]
Marianne DavidHR Analytics & Insights
An HR analytics dashboard is a single visual surface that combines HRIS, payroll, time & attendance and engagement data to surface decision-ready KPIs for leaders and analysts. Dashboards are interactive and show current-state and trend signals so stakeholders can act quickly. Why you need one: Faster, data-informed decisions: surface at-risk teams and prioritise retention interventions […]
We use essential cookies to keep this website working. With your permission, we also remember preferences, measure how our content is used, measure and personalise advertising, and load embedded videos. You can change your choice at any time. Cookie policy
