ASSIGNMENT 1 FLIPBOOK
KMS2154 HUMAN RESOURCE ANALYTICS
AN OPERATIONAL
CONCEPTUALIZATION
OF
HUMAN RESOURCE
ANALYTICS:
IMPLICATIONS FOR IN
HUMAN DEVELOPMENT
INSTRUCTOR :
DR. AGATHA LAMENTAN ANAK MUDA
GROUP MEMBERS
GIBSON
AFIRA RABIATUL
IZZAT
VANNESA ARIFAH
Article
AN OPERATIONAL
CONCEPTUALIZATION
OF
HUMAN RESOURCE ANALYTIC:
IMPLICATIONS FOR IN HUMAN
DEVELOPMENT
Writte
n by
Yeling Jiang & Mesut Akdere
Introduction
Human Resource Analytics
also referred to as people
analytics is the collection
and use of talent personal
information to improve
critical talent and business
outcomes
Involves gathering together,
analyzing, and reporting HR
data
Enables your organization to
measure the impact of a
range of HR metrics on overall
business performance and
make decisions based on data
Based on the article...
3 Levels of HR Analytics Discussed on
Descriptive HR Big Data
Predictive HRA Process & Impacts
Prescriptive Theories
Human Resource Human Resource
Development Analytics
(HRD) (HRA)
defined as the development defined as the area in the
of an organization's field of analytics that deals
employees It includes with people analysis and
offering workers with skills applying analytical process to
and knowledge that will the human capital within the
allow them to advance in the organization to improve
workplace. As a result, employee performance and
human resource development improving employee retention
is an essential component of
human resource
management
(Fitz-enz and Mattox, 2014) mentioned that HRA is defined
as a method of logical analysis which collects data from
scattered sources for reasoning, discussion or calculation. It
comprises three levels, namely, descriptive analytics,
predictive analytics and prescriptive analytics
Descriptive Analytics - involves describing patterns of
historical and current data on the basis of improving
theefficiency of HR activities, which does not consider the
impact on the business strategylevel
Predictive Analytics - uses a complex dataset to evaluate
past trends and reasons and predict future trends
Prescriptive Analytics - provides options and the
consequences ofeach alternative to decision-makers
THE
MAIN PURPOSE
To study the concept of Human Resources
Analytics (HRA) and the implication toward HRD
functions
To examine the relationship of HRA within the
implication of HRD functions.
To propose HRA models in a form of an
operational framework.
MAIN
FINDINGS
HUMAN RESOURCE BIG DATA
HR big data enables organizations to
capture real-time insights through the
analytic process. The definition of "big
data" has evolved over time and across
sectors. There is no fixed size or type of
data, no required forms or fixed dataset
and volumes of data continue to increase.
Properties of Big Data
Five “V”s
(Hamptonet al., 2013)
Variety
Volume
Veracity
Velocity
Value
Human Resource Analytic
on The Organization
Human resource analytic is a Hwr"l"seueHRatolatrseAiRmarlv:inieasniennitocdnhtgAfoge,imtn"tnhoaatbedel"niyraHnHtdtmeteiaRRrcddmbsD"e,aAs"HvsneetRiwhlanosaile"tpyAthwaatmhnirocaeacsrsnhvl,key"tetepae"tsirlrbc.aamcaesnch"ersed.en
present tool that can obtain the
evidence-based on analytical training & development
result that can improving people
especially in the organization organization development
and the HRD function. career development
HRA receive HRD HRD's strategic position within HR
attention may be influenced by data-driven
initiatives.
HRA
HRA-enabled firms can better
impacts
assess employee skill gaps and
on HRD tailor training to meet specific
employee needs.
Big data can help organisations
improve their learning
Cooperative training can be aided by environments.
big data analysis. Provides an example of how
HRD gains new chances in people HRA has been used in the field
management, training and of human resource development.
development, and organisational
results as a result of big data and HRA.
THEORY
Big data
&
Human Resources Based View
Resources Based View (RBV) Theory
HRA impacts HRD through assistance from HRDA experts in terms of the
use of systems and information in organisational management.
With the RBV theory, it helps to understanding why companies
outperform other competitors. It is a commonly adopted analytical method
used to determine the strengths and limitations of an organization.
Valuable (V) Rare (R)
Human Resources (HRD) are
One of the drawbacks of the
seen as valuable resources when
traditional workplace training
they enable a firm to implement
process is using a single training
strategies that improve the firm's
approach to fit all employees.
Employees who need to become
efficiency and effectiveness.
acquainted with the job and the
Enhancing the professionalism
company, as well as those who
and conscientiousness of HRD
want to master or learn new skills,
professionals can help build the
are better served by different
perception of HR trustworthiness
training approaches.
across stakeholders.
VRIO
Inimitable (I) Organization (O)
Human resources is hard and costly
Focus companies need the ability to
to imitate or substitute for, which is
gather and coordinate resources
not easy to obtain. Competent and
effectively where several HR
metrics can be used to assess the
skilled employees share their
knowledge on the digital platform,
relationship between human capital
making it available for other users
investment and financial results.
who may seek to solve a problem
ROI, economic value, productivity
using that specific knowledge.
and profits confirm that HRAs with
Employees develop their own
IT co-create higher productivity in
learning plans and determine their
the organization.
own pace for learning.
Why HR Big Data? HR BIG DATA
THEORY
An analytical process that aids in
strategic planning of decision
making to align organizational
goals and visions.
Adopted in HRIS function to
guarantee data qualities
5 Properties of HR Big Data
VARIETY VOLUME
Source + data format Size of dataset - terabytes &
petabytes
Source - varies @ employee
level & organization level + E.g types of datasets; employee
external sources biodata, revenue, cost per
person, health status,
Format - 2 types:
Structured - formal & system performance records,
standard (HRIS, enterprise promotion & disciplinary
resource, planning system)
records = less volume
compared to traditional big
data of data science
VERACITY VELOCITY VALUE
Accuracy & reliability of data Speed of data generation Data insights to predict
source & analysis by utilizing human behavior, change
behavioral analytical practice, influence policy.
E.g; utilizing 360-feedback to Contribute to business
assess employee performance to tools analytics as well as HR
strategic planning by using
keep data veracity
HRIS function
o fR E F L E C T I O N
ARTICLE
An operational conceptualization of human resource
analytics: implications for in human resource development
By: Yeling Jiang
and Mesut
Akdere
UNDERSTANDING OF THE ARTICLE
In this article, we learnt about an
operational view of human resource
analytics, as well as the influence of
human resource development on
organisational performance.
At first, we were able to figure out
what HR analytics was all about.
Human resource analytics, also
known as People Analytics.
Assisting HR in improving
their strategies
Recruiting Training
Employee management
To build a more stable and stronger workforce in the
organisation,
Understanding of
the topic
In our perspective, through
use of HR analytics may
improve HRD in making
better decisions based on
the facts they have at hand.
Using HR analytics
HR professionals can It may also be used to
better recruit, manage, and evaluate the efficacy
retain their employees, of HRD programmes.
resulting in a higher ROI.
These programmes are meant to be strategically aligned with
organization processes for managing the development of human
resources so that they can contribute to an organization's long-term
success. As a result of this intervention, important resources are being
used in an efficient and effective manner in order to meet present and
future employment needs.
In today's commercial world, big data and
analytics are everywhere to be discovered. Deep
analytical knowledge and abilities will become
more important as new technologies like the
internet of things, the ever-expanding online
social graph, and the rise of open, public data
take hold.
Companies have made significant investments
in big data and analytics to better understand
consumer behaviour. Companies and
organizations must be able to alter, adapt, and
evolve to meet the new challenges and
circumstances they confront if they are to
remain successful and competitive. A
company's human resources department is no
exception to this rule.
In order for a business to succeed, HR
professionals must be able to analyse data
and derive meaningful conclusions from
it. HR analytics may have a significant
impact on some elements of an HR
professional's employment.
As a result, HRD analytics is a helpful platform for companies since
it allows them to assess the financial effect of personnel policies and
HR to forecast the future workplace.
CONCLUSION
To conclude everything, the importance of HR
analytics to an organization cannot be overstated.
Human resource management has evolved as a result
of the constantly shifting demands of the workplace.
It has evolved from an operational discipline to a
more strategic discipline. HR analytics is a tool that
gives HR professionals the ability to make data-
driven choices. Human resource analytics also assists
in the evaluation of various HR policies and
practices. Human resources may be made more
fascinating, in our view, via the use of analytics.
Strategic choices and day-to-day operations may both
benefit from these revelations.
KMS2154 HUMAN RESOURCES DEVELOPMENT
ANALYTICS ASSIGNMENT 1
"In hope, through the exposure to HR analytics, it would be beneficial
enough for us with Human Resource background in the future".
Thankyou
“Ultimately, People Analytics must become a profession,
with a professional body that oversees its direction,
ethics, competencies and standards”
Max Blumberg & Mark Lawrence