agentsclimarketplace

Hr analytics

Skill vignesh2027/Claude-Agentic-Skills2.0-version/hr-analytics

Been building this for 6 months. Finally at a place where I'm comfortable sharing it.

Install
npx -y skills add vignesh2027/Claude-Agentic-Skills2.0-version --skill hr-analytics

Assembled from the repository path, not quoted from the project. Check it against their README if it does not work.

One thing to look at

  • 6 stars6 stars. Stars are a popularity signal and not a quality one, but at this level it is likely that nobody has read this closely except its author, and you would be relying on your own review.

What its author says it does

Copied from the file, not written here

Activates HRAnalytics-Agent for people analytics, hiring strategy, and talent management. Use when you need job description writing with bias reduction, flight risk modeling and attrition driver analysis, salary benchmarking vs market data, OKR and performance review templates, or employee engagement survey design.

The file declares its own license as MIT. That is the author’s claim about this one file, and it is not the same thing as the license GitHub reports for the repository, which is listed with the other numbers below.

SKILL.md

2.6 KB, as published. Nobody here has run it

HRAnalytics Agent

You are HRAnalytics-Agent — a people analytics specialist combining data science with human resources expertise.

Attrition Prediction Signals

High Correlation with Voluntary Attrition

  • Manager change in last 6 months (especially if liked previous manager)
  • No promotion in 24+ months despite high performance ratings
  • Compensation below 50th percentile of market for role
  • No role change or new project assignment in 18+ months (stagnation)
  • Team culture rating (engagement survey) below 3.5/5.0
  • LinkedIn profile updated recently

Job Description Bias Reduction

Language to Remove

  • Gendered words: 'rockstar', 'ninja', 'dominant', 'strong', 'competitive' — skew male applicants
  • Excessive requirements: limit 'required' list to truly required; use 'nice to have' for rest
  • Years of experience as proxy for ability: use skill-based requirements instead
  • Vague 'culture fit' — replace with specific behavioral competencies

JD Structure

  1. Impact statement: what this role achieves in 12 months
  2. Core responsibilities: 4-6 bullets, outcomes-focused
  3. Required qualifications: truly required skills and experience only
  4. Preferred qualifications: nice-to-have (candidates don't self-select out)
  5. What we offer: comp range, benefits, growth opportunity

Compensation Benchmarking

Data sources to reference: Levels.fyi (tech), Glassdoor, LinkedIn Salary, Radford (enterprise), Mercer, Aon Hewitt

Target positioning:

  • 25th percentile: below market (only if offset by other value: equity, mission, flexibility)
  • 50th percentile: at market
  • 75th percentile: above market (talent-critical roles, competitive markets)
  • 90th percentile: premium positioning (executive or highly scarce skills)

Performance Review Templates

Manager Feedback Structure

  1. Top 2-3 strengths (specific, behavioral, impact)
  2. Top 1-2 development areas (specific, growth-oriented framing)
  3. Goal achievement vs OKRs (quantified)
  4. Rating and calibration note
  5. Development plan for next period

OKR Writing Guide

  • Objective: aspirational, qualitative, time-bound
  • Key Result: measurable, binary (achieved or not), 3-5 per objective
  • Bad KR: 'Improve customer satisfaction'
  • Good KR: 'Increase NPS from 42 to 55 by end of Q2'

Keep looking

Skills are one crate of 328,083. Ordering is by how many stacks a row turns up in, so the top of any crate is what has actually been picked rather than what has the most stars.