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HUMAN RESOURCE MANAGEMENT

TUTORIAL-II

TOPIC: ROLE OF DATA DRIVEN HR IN CURRENT COVID TIME

SUBMITTED BY:

SNEHA BERA (18010324141)

SUBHROTOSH BANERJEE (1801032414_)

DIVISION-D

BATCH-2018-2023

IN THE MONTH OF OCTOBER,2021

UNDER THE GUIDANCE OF

PROF. M. RAJANIKANT
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TABLE OF CONTENTS:

Title Page No.

INTRODUCTION 03

LITERATURE REVIEW 04-05

RESEARCH OBJECTIVE 05

RESEARCH METHODOLOGY

DATA ANALYSIS

INTERPRETATION AND DISCUSSION

FINDINGS, SUGGESTIONS & CONCLUSION

REFERENCES

APPENDICES
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INTRODUCTION TO STUDY: (1marks)

Over the years with increase in dynamics of the business environment the function of human
resource has considerably evolved across the organizations especially within the functioning
of human resource management system. As a consequence, the role of HR has also
considerably become technology and data driven [Vahdat, S. (2021)].

The usage of advanced technological systems such as AI and ML has considerably increased
in the business sphere which in turn has fostered a significant alteration in the HR practices
and processes, this includes the way workforce data is collected, stored and analysed
(Antonelli, G. 2021).

The technological advancement has further helped the HRs to have 24/7 access to the critical
insights of HR related matters in the business and thereby to take decisions devoid of any bias
or assumptions (Rajesh,R. 2018). With the help of technology and data now it has become
possible for the HR to foresee trends across the workplace and therefore take informed
decisions in time.

Now considering the present situation across the globe where most of the work is done from
home with the help of technology, HR has become more dependent on the data in order to
understand the sentiments and needs of employees and to manage, track and monitor the
activities of employees (Nagdev,K, 2018).

Data driven HR practices is an emerging discipline which has the potential to increase
efficiency and optimize performance while making better and smarter workforce decisions
(The Academy to Innovate HR.2016).

However, the problem with data driven approach is that very few HR departments possess the
requisite skills to use People analytics to solve the problems that are arising during covid 19
(Fernandez, V. 2021).

In this research paper the author would explain why there is a need to adapt data driven
approach in HR practices, and would also explain how a Data Driven HR can efficiently
solve the operational business crisis during COVID. In this paper we would also try to find
how the existing loopholes in the HR practices can be solved.
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LITERATURE REVIEW: (4 marks)

The following literature has been used by the author for conducting this research paper:

1. Vahdat, S. (2021). The role of IT-based technologies on the management of human

resources in the COVID-19 ERA. Kybernetes, ahead-of-print(ahead-of-print), 01–
52. https://doi.org/10.1108/k-04-2021-0333:

This article has been used by this author to understand the role that technology has played in
supporting the daily work of HR. This article has provided information as to how using
technology the organizational crisis during covid19 has been managed by the HRs. However,
the limitation of this article is that it has not sufficiently covered the data driven aspect of the
matter which this author would cover in this paper.

2. Tursunbayeva, A., Pagliari, C., Di Lauro, S. and Antonelli, G. (2021), "The ethics of

people analytics: risks, opportunities and recommendations", Personnel Review, Vol.
ahead-of-print No. ahead-of-print. https://doi.org/10.1108/PR-12-2019-0680:

This article has been used by this author to understand the risk, opportunities involved in
public analytics method of HR management. This article has provided this author with the
broad understanding of public analytics and why it should be used in HR departments. This
article has also provided information regarding the kind of risk involved in public analytics
HR method.
3. Shrivastava,S., Nagdev,K., and Rajesh,R. (2018), “Redefining HR using People
Analytics: The Case of Google,” Human Resource Management International Digest,
Vol. 26 No. 2, pp. 3-6. https://doi.org/10.1108/HRMID-06-2017-0112:
This article gives wide perspective on how HR tactics are changing over the time and how
people analytics is becoming a part of everyday HR practices and processes. This paper also
contains a practical case study of google which has helped this author to understand the
practical application of public analytics in a much-nuanced manner.
4. Fernandez, V. and Gallardo-Gallardo, E. (2021), "Tackling the HR digitalization
challenge: key factors and barriers to HR analytics adoption", Competitiveness
Review, Vol. 31 No. 1, pp. 162-187. https://doi.org/10.1108/CR-12-2019-0163:
This article has been used by this author to collect information regarding the digitalization
challenge that HR faces and the reason for the same. This article provides sufficient
understanding with regards to the barriers to HR analytics adoption. It properly explain how
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data illiteracy is one of the major barrier in HR analytics. However, the limitation of this
article is that it fails to provide the recent statistics on usage of data analytics by the HR
departments.
5. The Academy to Innovate HR. (2016). Data Driven HR mindset: only 2 out of 10 HR
departments use data to guide their decisions. https://www.aihr.com/data-driven-hr-
mindset/:
This article explains how only 2 out of 10 HR departments use data to guide their decision.
This article also provides information regarding large data untapping that exist in HR
departments. This article also explains in details how data illiteracy among the HR is
becoming a major factor for their failure to use data analytics in a proper manner.
6. SHRM. (2020). HR Managers Rethink Their Role During the Coronavirus
Pandemic. https://www.shrm.org/hr-today/hr-managers-rethink-their-work-
coronavirus-pandemic.aspx
This article provides information regarding the role that HR has played during covid19 crisis.
This article explains how covid19 led to shortage of labour, mass resignation in the initial
phase and how HRs tackled the problem using various techniques. It also provides
recommendation as to why data driven approach should be useful for tackling the ongoing
crisis in a much efficient manner.

OBJECTIVE/S OF THE STUDY: (1 MARKS)

This research paper is conducted to established the following objectives:

 That a data driven HR is better equipped to solve the daily operational business crisis
during Covid
 That people analytics is the solution to track and tackle the issues of labour shortage,
increased resignation and employees changing demand
 That lack of data illiteracy is the cause for large scale untapped HR data’s.
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RESEARCH METHODOLOGY: (3 MARKS)

a. Scope of study
b. Research Design
c. Data collection sources
d. Method of analysis
e. Limitations
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DATA ANALYSIS (2 MARKS):

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INTERPRETATION AND DISCUSSIONS: (4MARKS)

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FINDING, SUGGESTIONS & CONCLUSION: (3MARKS)

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REFERENCE (APA STYLE 1 MARKS):

I. Alamelu, R., Nalini, R., Cresenta Shakila Motha, L., Amudha, R. and Bowiya, S. (2017),
‘Adoption factors impacting Human Resource analytics among employees’, International
Journal of Economic Research 14(6), 417–423.
II. Aral, S., Brynjolfsson, E. and Wu, L. (2012), ‘Three-Way Complementarities:
Performance Pay, Human Resource Analytics, and Information Technology’,
Management Science 58(5), 913–931.
III. Andersen, M. K. (2017), ‘Human capital analytics: the winding road’, Journal of
Organizational Effectiveness: People and Performance 4(2), 133–136.
IV. Chaudhury, D. (2020, August 6). The Changing Dynamics of HR and People
Management in a Covid-19 World. Economic times. ecomictimes.indiatimes.com/news/
The-Changing-Dynamics-of-HR-and-People-Management-in-a-Covid-19-world/
articleshow/81209328
V. Fernandez, V. and Gallardo-Gallardo, E. (2021). Tackling the HR digitalization
challenge: key factors and barriers to HR analytics adoption. Competitiveness Review,
31(1), 162-187.
VI. Green, D. (2020, May 5). Covid-19: The Role of HR & People Analytics in the Crisis.
Blog posted to http://www.myfuturehr.com/blog/2020/5/4/Covid-19-the-role-hr-amp-
people-analytics-in-the-crisis
VII. Gaur, B., Shukla, V. K. and Verma, A. (2019), Strengthening people analytics through
wearable iot device for real-time data collection, in ‘2019. International Conference on
Automation, Computational and Technology Management (ICACTM)’, 555–560.
VIII. Murthy,R. (2021,Feburary). Supercharging the HR function through data driven insights.
IX. Nielsen, C. and McCullough, N. (2018), ‘How people analytics can help you change
process, culture, and strategy’, Harvard Business Review, 1–5.
X. Shrivastava,S., Nagdev,K., and Rajesh,R. (2018). Redefining HR using People Analytics:
The Case of Google, Human Resource Management International Digest, 26(2), 3-6.
XI. SHRM. (2020). HR Managers Rethink Their Role During the Coronavirus Pandemic.
https://www.shrm.org/hr-today/hr-managers-rethink-their-work-coronavirus
pandemic.aspx
XII. The Academy to Innovate HR. (2016). Data Driven HR mindset: only 2 out of 10 HR
departments use data to guide their decisions. https://www.aihr.com/data-driven-hr-
mindset/.
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XIII. Tursunbayeva, A., Pagliari, C., Di Lauro, S. and Antonelli, G. (2021). The ethics of

people analytics: risks, opportunities and recommendations, Personnel Review, 4-26.
XIV. Vahdat, S. (2021). The role of IT-based technologies on the management of human
resources in the COVID-19 ERA.). International Journal of Management Research, 2(2),
01–52.
XV. Werkhoven, J. (2017), Conceptualizing business value creation through human resource
analytics, in ‘AMCIS 2017 - America’s Conference on Information Systems: A Tradition
of Innovation’, Vol. 2017-Augus.
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APPENDICES