1. HRIS (Human Resource Information System)

A centralized digital system used to store, manage, and analyze employee data such as attendance, payroll, performance, and demographics.

2. HCM (Human Capital Management)

A broader framework that includes processes and tools for recruiting, managing, developing, and optimizing employee performance.

3. Predictive Analytics

Using historical HR data to forecast future outcomes such as attrition, hiring needs, performance, or skill gaps.

4. Workforce Analytics

Analytics applied to understand workforce trends, productivity, workforce planning, and labor optimization.

5. Talent Analytics

Analytics focused specifically on hiring, retention, development, and succession planning of talent.

6. Descriptive Analytics

Analyzes past data to explain “what happened” using dashboards, reports, and summaries.

7. Diagnostic Analytics

Explains “why something happened” by identifying patterns, correlations, and root causes.

8. Prescriptive Analytics

Suggests the best possible actions or decisions using data models and simulations.

9. Attrition Rate / Turnover Rate

The percentage of employees leaving the company over a specific period.

10. Retention Rate

The percentage of employees who stay within the organization during a defined period.

11. Employee Lifetime Value (ELTV)

The total value an employee contributes to the organization from hiring to exit.

12. Headcount Analytics

Tracking the number of employees, additions, exits, internal movements, and workforce distribution.

13. Time-to-Hire

The number of days taken to fill a job vacancy from posting to offer acceptance.

14. Cost-per-Hire

Total hiring cost divided by the number of hires made in a period.

15. Quality of Hire

A measure of how well a new hire performs, contributes, and fits within the organization.

16. Performance Index / KPI Metrics

Quantitative measures to track employee performance and organizational effectiveness.

17. Employee Engagement Index

A score that reflects employee motivation, commitment, and satisfaction levels.

18. Predictive Attrition Model

A data model used to identify employees at risk of leaving the organization.

19. Skill Gap Analysis

Identifying the difference between existing employee skills and skills needed for future roles.

20. Compensation Benchmarking

Comparing internal compensation with market standards to ensure competitiveness.

21. Workforce Segmentation

Categorizing employees based on roles, skills, demographics, tenure, or performance patterns.

22. HR Dashboards

Visual analytical reports that display HR metrics using charts, KPIs, and filters.

23. People Data Governance

Policies ensuring ethical, secure, and compliant handling of employee data.

24. Sentiment Analysis

Using AI/NLP to analyze employee feedback, surveys, or conversations to detect emotions or concerns.

25. Organizational Network Analysis (ONA)

A method to study collaboration patterns and informal communication networks within the workplace.

26. Succession Analytics

Evaluating readiness and availability of talent for key future leadership roles.

27. Diversity, Equity & Inclusion (DEI) Metrics

Analytics tracking gender ratio, minority representation, pay gaps, inclusivity surveys, etc.

28. HR Scorecard

A balanced scorecard integrating HR metrics with business goals and outcomes.

29. FTE (Full-Time Equivalent)

A standardized measure used to calculate workforce capacity (1 FTE = full-time hours).

30. Predictive Workforce Planning

Using forecasts to plan hiring, skill development, automation needs, and future organizational design.