Please answer the following questions...

1. Do you believe that a program of HR metrics and workforce analytics

might be useful in Regional Hospital? If so, why?

2. What opportunities do you see regarding "where" and "how" metrics and
analytics might be applied in this organization?

3. Identify 3 analyses and associated metrics you think might be useful for
Regional Hospital to consider. See image below for a chart of HR metrics.

4. What advice would you offer to the managers at Regional Hospital about
developing a program of workforce analytics?
Answering the first 4 sub-questions as per Homework Help Guidelines:

1. Human resources are the most critical assets for any organization.
They form the source of competitive advantage for the organization.
Hence effectively managing them is quite crucial for any organization.
In the given case, Regional Hospital is having manpower
management problems- manpower planning is not done effectively,
training needs of the employees is not being met as well as the
employee expenses are quite high. HR metrics and workforce
analytics will help the company to analyze the manpower
requirement and current capability of the organization effectively. A
strategic manpower plan can be developed which will facilitate the
manpower requirement of the organization, while keeping the
employee costs within a standard range.

2. The opportunities where the HR metrics and workforce analytics will be

applicable in the given case are as follows:

 Workforce analytics will facilitate the manpower planning and

allotment in the organization
 HR metrics like cost of hire, time to fill jobs, etc. will help in analyzing
the costs associated with fulfilling a manpower requirement internally
vs externally
 HR metrices will facilitate in analyzing the employee costs and
identifying the aspects which can be curtailed so that the employee
costs can be maintained within a defined range
 Training needs of the employees can be analyzed quite effectively so
as to facilitate their growth and development

3. The analysis and metrices which will be useful for Regional Hospitals are
as follows:

 Manpower cost analysis

o Metrices: Revenue per employee, Expense per employee
 Talent management effectiveness
o Metrices: Involuntary separation, voluntary separation
 External Hiring vs Internal Hiring analysis
o Metrices: Cost of hire, Time to fill jobs

 
4. The managers need to keep the following points in mind, while
developing a program of workforce analytics:

 The primary stakeholders and beneficiaries of the program must be

identified
 The subsequent interests and requirements of all stakeholders must
be evaluated before developing the plan for the workforce analytics
 HR metrics associated with each stakeholder need must be selected
carefully
 The influence of internal and external factors on the workforce
analytics must be taken care of