Scribd
Upload
82 views5 pages

HR Analytics1 For Website 2024

HR analytics for 2024

Uploaded by

sushant kamble
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
82 views5 pages

HR Analytics1 For Website 2024

HR analytics for 2024

Uploaded by

sushant kamble
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 5

CBCS 2024 HR ANALYTICS

SEMESTER III
HR ANALYTICS

1. Course Description
Programme: M. Com (Finance and Analytics)
Course Code:P24/COM/DSC/301 Max Hours: 90
Type of course: DSC Max Marks: 100
No. Of Credits 5 Hours per week: 4T+2P hrs

2. Course Objectives

● To provide an overview of evolution of HRM and its journey towards Analytics and
highlight the need, concepts and scope of HR Analytics linked with business
outcomes.

● To elucidate the methods of capturing, examining & purifying data and to introduce
the aspect of HR Metrics in the context of HR Analytics.

● To impart knowledge of conduction of HR Analytics for key HR Processes using MS


Excel.

● To provide an overview of various tools and software technologies used for


conduction of Descriptive HR Analytics and Visualization of HR Data.

● To provide a futuristic perspective of Predictive and Prescriptive HR Analytics.

3. Course Outcome:
At the end of the course, the student will be able to
CO1: Understand the theory, concepts, and business application of human resources
research, data, metrics, systems, analyses, and reporting.
CO2: Discuss the role and importance of HR analytics, and the ability to track, store, retrieve,
analyse and interpret HR data to support decision making.
CO3: Apply benchmarks/metrics to conduct research and statistical analyses related to
Human Resource Management
CO4: Apply appropriate software to record, maintain, retrieve and analyse human
resources information (e.g., staffing, skills, performance ratings and compensation
information).
CO5: Apply quantitative and qualitative analysis to understand trends and indicators in
human resource data; understand and apply various statistical analysis methods.

| DEPARTMENT OF COMMERCE, ST. FRANCIS COLLEGE FOR WOMEN, HYDERABAD


CBCS 2024 HR ANALYTICS

4. Course Content

MODULE I: Introduction to HR Analytics (18 hrs)


Introduction to HR analytics: Meaning of HR analytics, Definition of analytics, Need for HR
Analytics, Leading Practices for Improved Organizational Performance, Contribution of
HR Analytics, Approaches to HR Analytics, Human Resources analytics applications, Role
of HR in building organizational capabilities.

MODULE II: Understanding HR Analytics & Conducting HR/Workforce Analytics (18hrs)


Models of HR Analytics, How to Conduct HR Analytics. Understanding HR Data:
Importance of Data, Types and Scales of Data; Methods of Capturing Data, Data
Examination & Purification. Understanding various HR Metrics from the perspective of HR
Analytics.

MODULE III: Analytics for Key HR Processes Using MS Excel (18 hrs)

HR Analytics for Recruitment & Selection, Training & Development, Performance


Appraisal, Talent Management, Employee Engagement, Compensation Management and
Expatriate Management.

MODULE IV: Descriptive Analytics (18 hrs)

Descriptive Analytics in HR: HR Dashboards using MS Excel, Slicing and Dicing of HR


Data using MS Excel Pivot Table Applications, Data Visualization for Key HR processes.

MODULE V: Predictive & Prescriptive HR Analytics (18 hrs)


Predictive HR Analytics: Correlation, Linear and Multiple Regression, Factor Analysis and
Cluster Analysis, Comparison of Means and Analysis of Variance for Manpower
Demographics, Employee Satisfaction, Training Effectiveness etc. Prescriptive HR
Analytics, Predictive vs Prescriptive HR Analytics, Future of HR Analytics.

5. References:
1. Rama Shankar Yadav & Sunil Maheshwari, HR Analytics, Wiley, 2021

| DEPARTMENT OF COMMERCE, ST. FRANCIS COLLEGE FOR WOMEN, HYDERABAD


CBCS 2024 HR ANALYTICS

2. Pratyush Banerjee, Jatin Pandey & Manish Gupta, HR Analytics: Practical Applications of
HR Analytics, Sage, 2019.

3. Dipak Kumar Bhattacharya, HR Analytics, Sage, 2017.

4. Ramesh Soundrarajan & Kuldeep Singh, Winning on HR Analytics, Sage, 2017. ▪ Nishant
Uppal, Human Resource Analytics, Pearson, 2021.

5. Bharti Motwani, HR Analytics: Practical Approach Using Python, Wiley, 2021.

6. Edwards Martin R, Edwards Kirsten (2016),“Predictive HR Analytics: Mastering the HR


Metric”, Kogan Page Publishers,

7. Fitz-enz Jac (2010), “The new HR analytics: predicting the economic value of your
company’s human capital investments”, AMACOM,

8. Fitz-enz Jac, Mattox II John (2014), “Predictive Analytics for Human Resources”, Wiley.

| DEPARTMENT OF COMMERCE, ST. FRANCIS COLLEGE FOR WOMEN, HYDERABAD


CBCS 2024 HR ANALYTICS

Model Question Paper- End Semester Exam

HR ANALYTICS (MODEL PAPER)


Course Code: P24/COM/DSC/401 Max Marks: 60
Credits: 5 Time: 2 ½ HOURS

SECTION - A

Answer the following 5 x 10 = 50 M

1) Define analytics in the context of human resources management. How does it


contribute to decision-making in organizations

OR

2) Discuss the key challenges that HR analytics aims to address in modern workplaces
3) What are HR metrics? Provide two examples of HR metrics and explain their
importance in workforce management.

OR

4) Why is data examination and purification critical in HR analytics? Describe common


techniques used to ensure data accuracy and reliability
5) Explain the role of HR analytics in measuring the effectiveness of training and
development programs. What are the key performance indicators (KPIs) that HR
professionals should track using Excel

OR

6) How can Excel be used to analyze performance appraisal data to identify top
performers and areas needing improvement? Outline the steps involved in creating
meaningful performance dashboards
7) What are the primary benefits of using MS Excel for descriptive analytics in HR
compared to specialized HR analytics software

| DEPARTMENT OF COMMERCE, ST. FRANCIS COLLEGE FOR WOMEN, HYDERABAD


CBCS 2024 HR ANALYTICS

OR

8) Discuss the importance of data visualization in understanding key HR processes such


as recruitment, training, and employee engagement. How does effective data
visualization contribute to improved decision-making
9) Explain the concept of predictive HR analytics. How do correlation, linear regression,
and multiple regression models contribute to predicting outcomes in HR contexts such
as employee turnover or performance?
OR
10) Define prescriptive HR analytics and its role in guiding decision-making and strategy
formulation within HR departments. How does prescriptive analytics differ from
predictive analytics?

SECTION B
Answer Any Five of The Following 5 x 2 = 10 Marks

11) Predictive vs Prescriptive HR Analytics


12) Define PivotTable in MS Excel and briefly explain its role in HR analytics
13) Compensation management
14) Employee engagement
15) Define HR Analytics
16) Expatriate Management
17) Slicing and Dicing

| DEPARTMENT OF COMMERCE, ST. FRANCIS COLLEGE FOR WOMEN, HYDERABAD

You might also like