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HR Analytics for MBA Students

This document outlines a course on Human Resource Analytics. The course objective is to help students understand the importance of metrics and analytics in HR, which is becoming increasingly data-driven. The course outcomes include having knowledge of the analytics process, composing an HR scorecard and evaluating the impact of interventions. The course content covers introduction to HR analytics and data sources, recruitment and selection analytics, performance analysis, and practical sessions on HR analytics software. Key topics include diversity and inclusion metrics, workforce segmentation, predicting performance and turnover, and evaluating training programs.

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Jasmeet Singh
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182 views3 pages

HR Analytics for MBA Students

This document outlines a course on Human Resource Analytics. The course objective is to help students understand the importance of metrics and analytics in HR, which is becoming increasingly data-driven. The course outcomes include having knowledge of the analytics process, composing an HR scorecard and evaluating the impact of interventions. The course content covers introduction to HR analytics and data sources, recruitment and selection analytics, performance analysis, and practical sessions on HR analytics software. Key topics include diversity and inclusion metrics, workforce segmentation, predicting performance and turnover, and evaluating training programs.

Uploaded by

Jasmeet Singh
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Maharishi Markandeshwar Institute of Management

MBA 3rd Semester

Total Credits: 3

Practical Labs/ Tutorial per week : 3/0

Evaluation:

External: 60, Internal: 40

MBHR-14: Human Resource Analytics

COURSE OBJECTIVE

MBHR-14: HUMAN RESOURCE ANALYTICS.

COURSE OBJECTIVE

HR is becoming increasingly difficult in the era of talent wars. Developing the


right HR analytics for the specific context is the need. Thus the present course
will help students understand the importance of metrics and analytics.

COURSE OUTCOMES

MBHR-14.1 Have detailed knowledge of every step in the analytics process


and be able to manage the HR analytics process from front to
back practically.
MBHR-14.2 HR Analytics validates your mastery in the area. It demonstrates that
you have exceptional skills in managing and running HR Analytics
functions successfully in an organization.
MBHR-14.3 Compose an HR scorecard and Human capital’s ROI to be able
to benchmark the organizations HR metrics.
MBHR-4.4 Provide evidence of critical analytical and evaluative ability by
presenting in a compelling way the results of Human capital &
HR analytics for Organisational effectiveness.

Unit - 1:

Theory: Introduction to HR Analytics: Meaning, Evolution & functions, HR


information systems and data sources, HR Metric and HR Analytics, Intuition
versus analytical thinking; HRMS/HRIS and data sources; Analytics
frameworks like LAMP, HCM: 21(r), Equality, diversity and inclusion,
measuring diversity and inclusion, testing the impact of diversity, Workforce
segmentation and search for critical job roles.

Recruitment and Selection Analytics: Evaluating Reliability and validity of


selection models, Finding out selection bias, Predicting the performance and
turnover.

Performance Analysis: Predicting employee performance, Training


requirements, evaluating training and development, Optimizing selection and
promotion decisions.

Monitoring impact of Interventions: Tracking impact interventions, Evaluating


stress levels and value-change. Formulating evidence based practices and
responsible investment. Evaluation mediation process, moderation and
interaction analysis.

Unit –2:

Practical: HR Analytics through Softwares – HRML & Payroll Softwares –


Implication of functions of HRM - Flexible Structure Building Capability Of
Earnings & Deductions - Leave & Attendance Management - Loans & advance
Management - Payroll Processing - Salary Reports (Payslip & Salary Sheet) -
Bank transfer - Reimbursement Management - Arrears calculation - Other
Payments.

.Unit – 3:

PF Calculation & Reports - ESIS Calculation & Reports - Professional Tax -


Income Tax Management - Full & Final Settlement, User Defined Reports –
Reporting - Data Import (masters, salary & leave record) - Employee & Payroll
Data, if available in excel can imported to our software.

Unit – 4:

HR Functions (General information, personal information, address/ contact


details, employee qualification, family members/ emergency contacts/ pf
nominee..) - Reimbursement & Claim Management - Online TDS Declaration
Management - User Rights - Software Architecture (Completely web based
product, designed using state of art technology. [Link] 3.5 + ms sql, software
installation on clients machines are not required, all authorized personnel can
login to the system and do the required functionality as per their rights, audit
trails) – Workflow - Employee self-service module.

Suggested Readings

The New HR Analytics – Jac Fitzenz (2010), AMACOM

Edwards, M. R., & Edwards, K. (2016). Predictive HR Analytics: Mastering the


HR Metric. London: Kogan Page.

HR Scorecard and Metrices, HBR, 2001

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