COURSE SECTION INFORMATION

Centre for Business

School of Human Resources

People Analytics
Professor: Jennifer van Amerom
Course Number: HRM 4031
Email:
jennifer.vanamerom@georgebrown.ca Course Section: CRN52669

Phone: 416-415-5000 x 6570 (do not Academic Year: 2022-2023

leave a message)
Term: 2022W
Office: Please email for meeting
request Academic Level: Diploma

Pre-Requisite: HRM4003 Class Location: Tuesdays 12-3pm

Waterfront, room 610, 6th floor
Co-Requisite: None

Course Learning Outcomes

The learning outcomes for this course are the same as those listed in the approved
course outline available on Blackboard.

Section-Specific Learning Resources

The textbooks for this course are the same as those listed in the approved course
outline available on Blackboard.

Isson J.P., Harriott. J.S.(2016). People Analytics in the Era of Big Data: Changing
the Way You Attract, Acquire, Develop, and Retain Talent. Wiley, ISBN: 978-1-119-
23316-9

pg. 1
Evaluation System…

Student Evaluation Assessment Description: Timelines % of

System Category Tool: Final
(on Course Outline) Grade:
Quiz 1 Online open- Covers CHs 1,3,8 Week 3 10%
book quiz
Weekly annotated readings 5 weekly Annotated Weeks 2-6 20%
submissions readings/discussions of
assigned chapter readings
Discussions Graded Initial posting & at least one Weeks 1,4 10%
discussions comment
Group assignment Analytical Data analysis and data-based Week 6 25%
report recommendations
Final exam Comprehensiv Short Answer questions and Week 7 35%
e case analysis
open-book
exam
TOTAL: 100%
*To pass the course students need to pass all the course components.

Teaching Method

Studying HR Analytics, students will develop skills of monitoring and analyzing the
quality of human capital for increasing productivity at individual, group, and
organizational level. Through hands-on exercises and case analysis, students will
build skills and competencies in collecting people-related data, analysing HR
metrics, and effective reporting for addressing both tactical and strategic
organizational issues. They will practice in leading an HR analytic consulting project
while learning how to source and analyze data, as well as how to effectively present
using data-driven techniques and storytelling for supporting effective decision
making and business development.
Teaching methods may include lectures, case studies, videos, in-class and online
activities, exercises, and discussions.

Quiz
The quiz tests students' knowledge of content covered in classes 1-3 and their
knowledge of HR Management concepts, ensuring that they have basic knowledge
of HR Management and people analytics and are ready for more advanced
analytical exercises.

Weekly Annotated Readings in Perusall

Students will be collaboratively annotating the textbook participating in online
discussions. The help they get and provide their classmates will assist them in
passing any confusion quickly and will make the study process interactive and
engaging. While students read, they receive rapid answers to their questions, help
others resolve their questions, and request assistance from the instructor for
making class time most productive.

pg. 2
Due to the unique technology integrated with this course, it is important to
purchase the correct PERUSALL EBOOK access code.

Discussions: Students will complete Discussions related to the topic of assigned

readings. Each student should submit an initial posting and at least 1 comment to
the peer’s initial posting through the Blackboard.

Group assignment:
In this project, students will be assuming the role of HR analysts who have been
asked to investigate whether (and if so, how) employee turnover relates to
customer satisfaction. Students will work on the course project creating an
analytical report that summarizes their analysis, findings, and recommendations.
Students need to use the data file (Excel spreadsheet) provided for this project. At
the end, they will prepare a narrated presentation for the Business Analytics
conference to briefly describe their findings and recommendations.
Using APA style for citations and bibliography is required.

Final Exam (35%)

A comprehensive, exam covering all topics and materials covered in classes 1-6.
Sections may include short answer and case related essay questions.

  
Learning Schedule / Topical Outline (subject to change with
notification)

Wee Assessment Weigh

Topic / Task Content / Activities Resources
k Tool t
1  Introduction  Impact of Digital technology  Chapter 1 (pp Online  5%
 People on the labour market 10 – 31) discussion 1
Jan analytics: the  Employee tenure and loyalty
10 world of work are decreasing
has changed.  Demographics and
globalization of the
workforce
 Increased competition for
talent

2  Seven pillars of  Analytics framework:  Chapter 3 Annotated  8%

People Analytics descriptive, diagnostic, readings
Jan (PA) predictive and prescriptive CH1 (pp
17 analytics 10-31) and
 Pillars of people analytics CH3

3  Talent  Predictive employee  Chapter 8 Annotated  4%

engagement engagement surveys readings CH
Jan analytics  Employee engagement 8
24 measures Quiz #1  10
 Team project intro %

4  Retention  Proactive talent retention  Chapter 11 Annotated  4%

Analytics models readings CH
Jan  Predictive talent attrition 11

pg. 3
Wee Assessment Weigh
Topic / Task Content / Activities Resources
k Tool t
31  Group assignment
requirements
5  Workforce  Key components of WF  Chapter 4 Annotated  4%
planning planning analytics readings CH
Feb analytics  WF planning analytics: best 4
7 practice
Online  5%
discussion 2
6  Predicting  Defining performance  Chapter 9 Group  25
employee measures assignment %
Feb performance  Implementing incentives
14  Best practices of
performance management

7 Final Exam Comprehensive  35

%
Feb
21

Course Related Policies

The policies for this course are the same as those listed in the approved course
outline available on Blackboard.

pg. 4