SVKM’s

NARSEE MONJEE INSTITUTE OF MANAGEMENT STUDIES

MASTER OF BUSINESS ADMINISTRATION
Program: MBA Trimester: VI
Course: HR Technology and Analytics Code:
Teaching Scheme Evaluation Scheme
Classroom Practical/ Tutorials Credit Continuous Term End
Session Group work Evaluation Examination
(TEE)
20 Yes 3 60% 40%
Course Rationale:

Course Objectives:
1. To develop and comprehend broad dimensions and trends of technology impacting HR. function
2. To bring about appreciation and awareness of Big Data and its applications in the HR functions of
Recruitment, Learning and Development, Compensation and Benefits, Performance Management, and
Talent Management
3. To emphasize the importance of Metrics, Analytics and Predictive Analytics in the domain of Talent
Management
4. To acquaint the students with the concepts and practice of techniques used in HR Analytics with special
reference to Attrition Analytics
5. To have hands on experience with real data and apply predictive techniques in the field of talent
management

Learning Outcomes:
Upon successful completion of the course students will be able to:
1. Gain practical insights of Human Resources Technology/HRIS and how the field has evolved and shaped
over time
2. Comprehend the processes of HR Technology and apply the various tools, procedures and techniques used
by practitioners in the field.
3. Grasp the significance and and evaluate the emerging paradigms and trends in Human Resources
Technology
4. Assimilate the application of analytics in various areas of HR, especially in Recruitment and Selection,
Training and Development, Compensation and Benefits, Performance Management, and Talent
Management
5. Gain proficiency in applying “Predictive Analytics” to the various facets of HRM

Prerequisite(s):
Working knowledge of Excel Pivot Tables

Pedagogy:

 Case based analysis, group exercises, experiential learning activities, quizzes, role plays, presentations and
lecture method.

Textbooks:

The New HR Analytics, JAC FITZ-ENZ, Amacom, 2010.

Reference Books:

 Human Resource Information Systems: Basics, Applications and Future Directions, 3e, Michael J.
Kavanagh, Mohan Thite and Richard D. Johnson, SAGE Publications, 2015.
 Human Capital Analytics, Gene Pease, Boyce Byerly, and Jac Fitz-Enz, John Wiley and Sons, 2013
 Predictive Analytics for Human Resources ,Jac Fitz-enz, John R. Mattox, II, John Wiley & Sons, 2014.
 Talent Intelligence: What you need to know to identify and measure talent, Nik Kinley, Shlomo Ben-Hur,
John Wiley & Sons, 2013.
 HR Transformation: Building Human Resources From the Outside In, Dave Ulrich, Wayne Brockbank, Jon
Younger, Mark Nyman, Justin Allen, Mcgraw-Hill, 2009.

 Need for Human Resource Information System in Modern Organization (HRIS), Smiti Chand

Journals:
Harvard Business Review June 2017 issue

Links to websites:
 www.google.com/analytics/web/
 www.hrzone.com/perform/business/real-examples-of-hr-analytics-.

Evaluation Scheme:
 Class Participation 20 %
 Presentations 20 %
 Quizzes 20 %
 Term-End Exam 40 %
Total 100%

Session Plan:

Sessions Topics Learning Outcomes Pedagogical Tool Textbook

Chapters &
Readings
1-2  The need for HRIS Will comprehend the Discussions Chapter 1- 2
systems and evolution dimensions and recent Need for Human
of HRIS trends in HR Technology Resource
 Systems considerations Information
in the design of an System in
HRIS: Planning for Modern
Implementation Organization
(HRIS by Smiti
Chand
-Reference
book)
3  Doing a Needs Analysis  Will gain Discussions Chapter 1- 2
for HRIS competencies on Human
 System Design & HRIS Needs and Resource
Acquisition how to conduct an Information
HRIS needs analysis Systems: Basics,
 Will design HR Applications,
Information System and Future
and how to acquire it Directions by
from the vendors Michael J.
Kavanagh,
Mohan Thite
(Reference
book)
4 Justifying the costs of an Will apply cost-benefit Discussions and http://manageme
HRIS investment analysis to HRIS group activity ntstudyguide.co
investment m/cost-and-
benefit-
evaluation-of-

5 HRIS Acceptance
and Change Management:
Implementation
6 HR Administration and
HRIS
Job Analysis & HR
Planning
7 Recruitment & Selection in
an Internet Context
Training & Development:
Issues and HRIS
Applications
8- 9 Performance Management,
Compensation, Benefits and
Payroll and the HRIS
10 Information Security and
Privacy in HRIS
11-12 Introduction to Application
of Analytics in HR
Techniques relevant for HR
Analytics
13-14 Techniques relevant for HR
Analytics
15 Analytics for Talent
Decision, with focus on
Recruitment and Selection
hris.htm
 Will build HR Discussion and http://manageme
Strategies for group activity ntstudyguide.co
acceptance of HRIS m/planning-for-
and ways to manage system-
 Change in the implementation.
organization htm
 Will result in Lecture and group http://manageme
Awareness on Discussion ntstudyguide.co
Linking HR m/job-analysis-
Administration and and-human-
HRIS resource-
 Understanding planning.htm
Integration of HRIS
with Job Analysis
Comprehend the Group Discussion https://www.res
dynamics of recruitment along with Group earchgate.net/pu
in digital context and exercises blication/283017
exposure to Learning 754_Recruitmen
Management Systems t_and_Selection
_in_Internationa
l_Context
Will comprehend to Group Discussion https://www.co
align the requirements of along with Group mparehris.com/p
Performance exercises erformance-
Management, management-
Compensation & trends-using-
Benefits to HRIS module hris/
Will build awareness on Case:
importance of HR data Transforming
with focus on issues of Human Resources
privacy and security at Novartis: The
Human Resources
Information
Systems
#HR22-PDF-ENG
Published 2002
HBS
Will result in awareness Group Discussion Article:
on how to apply along with HR Metrics and
Analytical Techniques in Group exercises Workforce
HR context With real data Analytics
(web source)
Will be able to introduce Group Discussion Article:
HR Analytics and People
techniques and Analytics
comprehend the actual Finally Grows
process of data mining Up by Josh
and analytics Bersin
(Web source)
Will develop Metrics Group Discussion http://manageme
and Analytics for along with ntstudyguide.co
Recruitment and Group exercises m/talent-
 and Training and Training and management-
Development Development and-corporate-
strategy.htm
16 Human Capital Will build measures to Group Discussion Article:
Management capture value of human Human Capital
capital Analytics/
Connecting
People
Investments and
Business
Outcomes at
Lowe’s (web
source)
17 Employee Turnover Will develop awareness Group Discussion Article:
Managements on how to apply along with group Predictive
Analytical Techniques to exercises Models Of
HR Processes with real data Employee
Voluntary
Turnover In A
North American
Professional
Sales Force
Using Data-
Mining
Analysis/
Validation And
Initial Test Of
The Employee
Equity Model
For Predicting
Employee
Retention (Web
source)
18 Employee performance Will help develop Group Discussion Article:
evaluation/ Employee metrics for Performance Developing an
compensation management Management and Comp employee
and Benefits evaluation
management
system: the case
of a healthcare
organization /
Optimizing
fixed and
variable costs
for employee
productivity/
Toward a
general model
for executive
compensation
(web source)
19-20 Individual Project Will analyze data, Presentations
Presentation and Discussion develop metrics and
report on analytics
pertaining to Attrition