BACHELOR OF BUSINESS ADMINISTRATION

Detailed explanation-1: -HR analytics is a data-driven approach to managing people at work. HR analytics, also known as people analytics, workforce analytics, or talent analytics, revolves around analyzing people problems using data to answer critical questions about your organization. This enables better and data-driven decision-making.

Detailed explanation-2: -There are different analytical methods used, depending on the outcome desired. These include: descriptive analytics, prescriptive analytics, and predictive analytics. Descriptive Analytics is focused solely on understanding historical data and what can be improved.

Detailed explanation-3: -Capability analytics refers to the talent management process that helps you identify the core competencies of your workforce. Once you know what those capabilities are, you can set them as a benchmark and compare them to the capabilities of your workforce and measure any gaps.

Detailed explanation-4: -It is also known as staff statistics, demographics, or talent statistics. It is a way of analyzing and managing employee data. Workforce analytics is not as focused on human resources data. Instead, it takes a broader approach to work data. Sure, people are part of it.