Flipbook HRDA

ASSIGNMENT 1 FLIPBOOK
KMS2154 HUMAN RESOURCE ANALYTICS

AN OPERATIONAL
CONCEPTUALIZATION

OF
HUMAN RESOURCE

ANALYTICS:
IMPLICATIONS FOR IN

HUMAN
DEVELOPMENT

WRITTEN BY
YELING JIANG & MESUT AKDERE

INSTRUCTOR :

DR. AGATHA LAMENTAN ANAK MUDA

GROUP

MEMBERS

GIBSON BANYING 74903

NUR AFIRA 76129 IZZAT ALI 66664 NUR ARIFAH 76161

VANNESA AWIN 77072 NUR RABIATUL 76270

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

Enables organizations There are no fixed data The definition of "big
to capture real-time sizes or types, no needed data" has evolved
insights through the forms, and no fixed dataset, over time and across
analytic process and data volumes continue sectors.
to rise.

Velocity:
Variety:
Value:

speed of
source &
analyzing a

format large volume

data

generation &
The
of data
data analysis Properties

Veracity: the

Volume: the
of Big
accuracy &

size of
Data reliability of

dataset
the data

source

Data can be generated
Data format can be
from internal & external
structured, semi-

sources structured & unstructured.

Information without a formal
Standard organisational
shape, such as that gathered
databases, such as HRIS,
provide structured data.
from social networks, is

considered unstructured data.

HUMAN RESOURCE

ANALYTIC ON THE


ORGANIZATION

Human resource analytic is a HRA: the term "HR Analytics"
present tool that can obtain the terms
evidence-based on analytical combined with
result that can improving people was
especially in the organization relevant to HRD in a search. "HR
and the HRD function. Analytics," "workplace learning,"
"HR Analytics," and "training
and development" are some of
been
terms that have
the

utilised in database searches.

HRA receive HRD training & development
attention
organization development
career development

HRA HRD's strategic position within HR may
Impacts on be influenced by data-driven initiatives.
HRA-enabled firms can better assess
HRD employee skill gaps and tailor training
to meet specific employee needs.

Big data can help

organisations improve their

Cooperative training can be

learning environments.

aided by big data analysis.

Provides an example of how

HRD gains new chances in people

HRA has been used in the

management, training and

field of human resource

development, and organisational

development.

results as a result of big data and

HRA.

THEORY

THAT FITS


TO THIS

ARTICLE

Big data,
Human Resources Based View &


LAMP Model

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
traditional workplace training

when they enable a firm to
process is using a single training

implement strategies that
approach to fit all employees.

improve the firm's efficiency
Employees who need to become

and effectiveness. Enhancing
acquainted with the job and the

company, as well as those who

the professionalism and

conscientiousness of HRD
want to master or learn new

professionals can help build the
skills, are better served by


perception of HR
different training approaches.
trustworthiness across


stakeholders.

VRIO

Inimitable (I) Organization (O)

Human resources is hard and
Focus companies need the ability

costly to imitate or substitute for,
to gather and coordinate


which is not easy to obtain.
resources effectively where

Competent and skilled employees
several HR metrics can be used to


share their knowledge on the
assess the relationship between

digital platform, making it
human capital investment and


available for other users who may
financial results. ROI, economic

seek to solve a problem using
value, productivity and profits

that specific knowledge.
confirm that HRAs with IT co-

Employees develop their own

learning plans and determine
create higher productivity in the

their own pace for learning. organization.

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
Asssit in measuring and managing

employee organizational behaviour

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 biodata, revenue,
external sources cost per person, health

status, performance records,
promotion & disciplinary
Format - 2 types: records = less volume
compared to traditional big
Structured - formal & system
data of data science
standard (HRIS, enterprise

resource, planning system)

VERACITY VELOCITY VALUE

Accuracy & reliability of data
Speed of data
Data insights to predict

source generation & analysis
human behavior, change

by utilizing behavioral
practice, influence policy.
E.g; utilizing 360-feedback to

assess employee performance
analytical tools Contribute to business

analytics as well as HR

to keep data veracity strategic planning by using


HRIS function

LAMP Model

The operational framework created by Jiang &

Akdere (2021) highlights on the impact of utilizing HR

big data but how does HR big data assist in strategic


decision making in the HR process? The LAMP

framework model is a measurement model that

consist of four components which are Logic, Analysis,

Measures and Process (Boudreau & Ramstad, 2004).

Logic – HR big data should be able
Analytics – the employee or
to assist HR practitioners in
organizational data obtained
when operating HR activities
identifying the suitable variables should have the appropriate,
that allow them to make better

decisions. “Logic” is related to
valid, and solid results of in
ensuring the efficiency and
questions that appear in trying to
relevancy of decision making.
solve organizational or talent

capital issues. The more logic the

questions are, the better steps or


measurements can be taken to

create an appropriate solution.

Measures – HR big data provide Process – Proper strategies can

the information that can aid HR be developed into process


practitioners on measuring once the important data and

patterns of certain information have been

collected, scanned and

organizational issue that occur
in the aspect to how many identified thoroughly to have

strategic decision making.
percentages or degrees that the
issue is vital to be solved.

UNDERSTANDING OF THE ARTICLE

In this article, we learnt about an operational view of
influence ofhuman resource analytics, as well as the
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.

We are able to see that HRA Analytics

Assisting HR in improving their

strategies

Employee

management

Recruiting Training

This strategies is to build a more stable and
stronger workforce in the organisation

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 better It may also be used to
recruit, manage, and retain evaluate the efficacy of
their employees, resulting HRD programmes.
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.

"In hope, through the exposure to HR analytics, it would be beneficial

enough for us with Human Resource background in the future".