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Published by rabi200300, 2022-04-19 00:20:44

Flipbook HRA

Flipbook HRA

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


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