HR ANALYTICS
Lecture 1 – Introduction to HR analytics
Agenda:
- Overview of the course
- HR function
- Introduction the HR analytics
- Benefits and problems of HR analytics
- Book: Intro to people analytics!
- Open book exam! You can bring all stuff with it, but not your laptop
- Individual effort
- Cover the literature explained in the syllabus (studying only the lecture slides is not enough)
- A team of 4-6 individuals
- 2000-2500 words all inclusive
- Develop a plan to apply HR analytics to a specific organizational problem and potentially
justify their approach and plan with simple statistical analyses based on the statistical
toolset.
Resources of this course:
- Check your student email and read the announcement in Canvas
o Contact the teaching team with your student email: prevent the email goes to my
junk folder
- Read the course syllabus CAREFULLY
- Do not forget there are helpful sources in canvas
o Exam materials
o Additional reading
, o Others….
HR analytics good for thesis (short term) and/or career (long term).
HR is about decision making
HR function:
- Do we use assessment centres or unstructured interviews in the selection procedure for the
management trainee? (e.g. hiring/selecting)
Optimalisation:
- What is the optimal team composition? E.g. personality composition? (e.g. look at
agreeableness, high level of agreeableness with each team member decrease of
performance – no one is going to speak up to do it differently)
Provide suggestion to decision maker (e.g. suggest to CEO):
- All our competitors apply pay for performance, do we need to do that as well?
- Will the group of new employees require additional training. If so what kind of training is
more effective?
With all these questions, how can HR performance get an answer to them on daily basis?
Data & Statistic?
Bas decisions and bad statistics
Correlation cannot give any proof for causality. Correlation analysis cannot proof anything!
,GM: general manager
- Finding: Correlation between authentic leadership and turnover intention is negatively
related and it is very significant.
The evolution of HR function:
Khan & Millner (2020)
- Traditional HR function: everyday supporting role
- Strategic HR function/people function: provide people insights that can improve
organizational performance
HR function (1):
HR function is changing across the year, across the timeline the HR function will be more important.
- Personnel: goal of being efficient
- Operational HR
- Integrated talent practices
- Business impact driven HR: try to focus on commercial and future orientation. Adapt the
strategic HR function.
Strategic HR function = people function
Difference from other concepts:
- Talents
- Human capital > negative connotation
- HR and workforce > no cross functions
- People the new frontier > inside but also outside organization
Is HR fit for the purpose > lack of knowledge?
- Emergence of a new leader (Chief People Officer) > being a business partner, introduce
people to analytics, workforce capability and future jobs
, Lack of knowledge in data analytics. Create CPO (= Chief People Officer): introduce people to
analytics. People unite with business strategy; impact of people function is more likely to increase.
CPO should see what economic value it creates; economic revenue. People function should be act as
a center.
Where people function focus on in the future.
Commercial focus: cost, efficiency, business effectiveness.
Growth focus: impact on bottom line of organization; income, growth stream, business measure.
Data focus: how can the people function prove the financial benefit and the added value of their
intervention.
What is HR analytics:
- There are many definitions what HR Analytics is and how it is called in organizations.
- Few examples:
o HR analytics (e.g., IBM)
o workforce analytics (e.g., SAP)
o people analytics (e.g., Google)
o metrics & valuation
One possible definition of HR Analytics in academia:
Lecture 1 – Introduction to HR analytics
Agenda:
- Overview of the course
- HR function
- Introduction the HR analytics
- Benefits and problems of HR analytics
- Book: Intro to people analytics!
- Open book exam! You can bring all stuff with it, but not your laptop
- Individual effort
- Cover the literature explained in the syllabus (studying only the lecture slides is not enough)
- A team of 4-6 individuals
- 2000-2500 words all inclusive
- Develop a plan to apply HR analytics to a specific organizational problem and potentially
justify their approach and plan with simple statistical analyses based on the statistical
toolset.
Resources of this course:
- Check your student email and read the announcement in Canvas
o Contact the teaching team with your student email: prevent the email goes to my
junk folder
- Read the course syllabus CAREFULLY
- Do not forget there are helpful sources in canvas
o Exam materials
o Additional reading
, o Others….
HR analytics good for thesis (short term) and/or career (long term).
HR is about decision making
HR function:
- Do we use assessment centres or unstructured interviews in the selection procedure for the
management trainee? (e.g. hiring/selecting)
Optimalisation:
- What is the optimal team composition? E.g. personality composition? (e.g. look at
agreeableness, high level of agreeableness with each team member decrease of
performance – no one is going to speak up to do it differently)
Provide suggestion to decision maker (e.g. suggest to CEO):
- All our competitors apply pay for performance, do we need to do that as well?
- Will the group of new employees require additional training. If so what kind of training is
more effective?
With all these questions, how can HR performance get an answer to them on daily basis?
Data & Statistic?
Bas decisions and bad statistics
Correlation cannot give any proof for causality. Correlation analysis cannot proof anything!
,GM: general manager
- Finding: Correlation between authentic leadership and turnover intention is negatively
related and it is very significant.
The evolution of HR function:
Khan & Millner (2020)
- Traditional HR function: everyday supporting role
- Strategic HR function/people function: provide people insights that can improve
organizational performance
HR function (1):
HR function is changing across the year, across the timeline the HR function will be more important.
- Personnel: goal of being efficient
- Operational HR
- Integrated talent practices
- Business impact driven HR: try to focus on commercial and future orientation. Adapt the
strategic HR function.
Strategic HR function = people function
Difference from other concepts:
- Talents
- Human capital > negative connotation
- HR and workforce > no cross functions
- People the new frontier > inside but also outside organization
Is HR fit for the purpose > lack of knowledge?
- Emergence of a new leader (Chief People Officer) > being a business partner, introduce
people to analytics, workforce capability and future jobs
, Lack of knowledge in data analytics. Create CPO (= Chief People Officer): introduce people to
analytics. People unite with business strategy; impact of people function is more likely to increase.
CPO should see what economic value it creates; economic revenue. People function should be act as
a center.
Where people function focus on in the future.
Commercial focus: cost, efficiency, business effectiveness.
Growth focus: impact on bottom line of organization; income, growth stream, business measure.
Data focus: how can the people function prove the financial benefit and the added value of their
intervention.
What is HR analytics:
- There are many definitions what HR Analytics is and how it is called in organizations.
- Few examples:
o HR analytics (e.g., IBM)
o workforce analytics (e.g., SAP)
o people analytics (e.g., Google)
o metrics & valuation
One possible definition of HR Analytics in academia:
