Analytics for HR can evolve to a standard process, recruiting, training management, leaders and executives requires monitoring by measuring employee behavior. There are many HR areas that can be tracked with such analysis. Enterprise objectives will be centered around engagement priorities.

The Oracle HR Self Service app integrates with the users Android phone and tablet with EmployeeCenter. Employee Center includes on-the-move Self Service Oracle HR access including (subject to roles-based access control): * Powerful faceted people search. Users can view their own and others' profiles.They can view DRs, peers and other teams. Other features include navigation via a mini Org Chart, view and update personal and work information, such as addresses, phones, qualifications and employment history, book leave and absences, social media and more.

Currently, about 14% of human resources organizations are using advanced or predictive analytics to make decisions about hiring, promotions or compensation, according to Deloitte Consulting LLP. “People decisions are usually made on gut feel,” said Josh Bersin, principal and founder of Bersin by Deloitte, a human resources research and consulting firm. “With talent analytics, you never get a perfect answer but you get a 75% right answer,” he added.

Predictive analytics uses quantitative methods to derive Business insights from data. The reports and data visualization of predictions, patterns, and forecasts empower management to make fact-based decisions. Less questions as a result. Working with real time tools that are adapted as big data continues to grow is exciting as well internally the ROI is there and its competitive advantages. The success of big data in any type of organization today relies on how it structures its own strategy.