Mahin SIP Report

A
Project Report
On
“A Study 4'Ps of Marketing a study in relation to Lava International Ltd”
At
Edu Plus Now
By
Shubham Vasantrao Suryawanshi
Under Guidance of
Dr. Dattatraya Jadhav
Submitted to
Savitribai Phule Pune University
In Partial Fulfilment of the Requirements for Award of the Degree Of
Master of Business Administration
Batch (2022-2024)
Through
Trinity College of Engineering & Research
Kondhawa, Pune -411048

Certificate of Originality/Declaration of Student
This is to declare that I have carried out this project work myself in partial fulfillment of
the MBA Program of Savitribai Phule Pune University.
The work is original, has not been copied from anywhere else and not been submitted to
any other University/Institute for an award of any degree/diploma.
Date:- Signature
Place :- Pune Name- Shubham Vasantrao Surayawanshi

DECLARATION OF INDUSTRY GUIDE
(CERTIFICATE OF ORIGINALITY/DECLARATION)
This is to certify that the work incorporated in this Project Report “A Study 4'Ps of Marketing a
study in relation to Lava International Ltd” submitted by Mr. Shubham Vasantrao Suryawanshi
is his original work and completed under my guidance. Material obtained from other sources has
been duly acknowledged in the Project Report.
Signature
Name of Industry Guide: -
Designation: -
Cell Number
Email Id:-
Acknowledgment
I am pleased to acknowledge my sincere thanks to Trinity College of Engineering and Research

for their kind encouragement in doing this project and for completing it successfully. I am
grateful to them.
I convey my sincere thanks to Dr. Dattatraya Jadhav and for providing me necessary support and
details at the right time during the progressive reviews, guidance, suggestions and constant
encouragement paved way for the successful completion of my project work.
I wish to express my thanks to all Teaching and Non-teaching staff members of the Trinity
College of Engineering and Research who were helpful in many ways for the completion of the
project.
Contents
Chapter1- Introduction to Research.................................................................................................1
1.1 Executive Summary...............................................................................................................1
1.2 Objectives..............................................................................................................................2
1.3 Need/purpose of study...........................................................................................................3
1.4 Scope of study........................................................................................................................4
Chapter2 -Theoretical framework....................................................................................................5
2.1 Introduction to 4’Ps of Marketing.........................................................................................6
2.2 Objectives of 4’Ps of Marketing............................................................................................6
2.3 Types of 4’Ps of Marketing...................................................................................................9
2.4 Advantages of 4’Ps of Marketing.....................................................................................11
2.5 Disadvantages of 4’Ps of Marketing....................................................................................13
2.6 Importance of 4’Ps of Marketing.........................................................................................14
2.7 feature of 4’Ps of Marketing................................................................................................15
2.8 Role of 4’Ps of Marketing...................................................................................................17
2.9 Process of 4’Ps of Marketing..........................................................................................18
2.10 Main functions of 4’Ps of Marketing.................................................................................19
Chapter 3-Company Profile...........................................................................................................22
Chapter 4: Research Methodology:...........................................................................................27
4.1 Introduction to Research Topic...........................................................................................28
4.2 Problem Statement/ Hypothesis...........................................................................................28
4.3 Survey of Literature.............................................................................................................28
4.4 Research Design..................................................................................................................29
4.5 Data Collection Methods.....................................................................................................29
4.6 Measurement & Scaling Techniques...................................................................................29
4.7 Statistical Tools & Techniques............................................................................................29
Chapter-4 Data Analysis & Interpretation.....................................................................................30
Chapter-6 Results & Discussion....................................................................................................54
6.1 Findings (Learning of Students)..........................................................................................55
6.2 Recommendations (Contribution to Host Organization).....................................................56
6.3 Limitations of Study............................................................................................................57
References..................................................................................................................................58
Annexures......................................................................................................................................59
Chapter1- Introduction to Research

1.1-Executive Summary
1.2-Objectives of Study
1.3-Need/Purpose of Study
1.4-Scope of Study
Chapter1- Introduction to Research
1.1 Executive Summary
HR Analytics act as a tool which is a combination of statistical techniques that enable

collection, interpretation, measurement, and forecasting of data. HR analytics enlightens
solution to the organizational problems and make accurate decisions. HR analytics hence aligns
HR strategy with overall business strategy to obtain a competitive advantage. HR analytics has
passed through phases of measuring the Sub HR functions.
HR Analytics provides various opportunities to business as it forecasts workforce requirements,

enables HR to achieve corporate goals, and improve organizational performance which helps
businesses in finding success. Despite the success, the business faces some big challenges like
data governance, skill gap among employees, top management support, and many other such
challenges in implementing and using the HR Analytics tool in business.
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1.2 Objectives
1. To study the role opportunities and challenges of using HR analytics in business
2. To understand how to select and identifying the characteristics of high performing job
applicants for the business.
3. To find out how the human resource analytics are being used in the business.
4. To analyze the high value career path and leadership candidate for the business.
5. To suggest tactics of reducing employee turnover by workforce analytics
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1.3 Need/purpose of study
The workforce is becoming more diverse and global, and the skills and knowledge required for
jobs are changing rapidly. This makes it difficult for HR professionals to keep up with the latest
trends and to make informed decisions about talent management.
Labour costs are a major expense for businesses, so it is important to make sure that HR
investments are being used effectively. HR analytics can help HR professionals to identify areas
where costs can be reduced.
 Identify and recruit potential human resource.

 Improve employee retention.
 Develop and train employees.
 Improve employee engagement and productivity.
 Make strategic workforce planning decisions.
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1.4 Scope of study
 To improve the current scenario of HR Analytics.
 To know the actual importance of this research.
 To know what challenges are facing employees.
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Chapter2 -Theoretical framework
2.1 Introduction to HR Analytics
2.2 Objectives of HR Analytics
2.3 Types of HR Analytics
2.4 Advantages of HR Analytics
2.5 Disadvantages of HR Analytics
2.6 Importance of HR Analytics
2.7 characteristics of HR Analytics
2.8 Role of HR Analytics
2.9 process of HR Analytics
2.10 Main functions of HR Analytics
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2.1 Introduction to HR Analytics
HR analytics (also known as people analytics) is the collection and application of talent data to
improve critical talent and business outcomes. HR analytics leaders enable HR leaders to
develop data-driven insights to inform talent decisions, improve workforce processes and
promote positive employee experience.
HR analytics is the process of collecting and analyzing Human Resource (HR) data in order to
improve an organization’s workforce performance. The process can also be referred to as talent
analytics, people analytics, or even workforce analytics. This method of data analysis takes data
that is routinely collected by HR and correlates it to HR and organizational objectives. Doing so
provides measured evidence of how HR initiatives are contributing to the organization’s goals
and strategies.
For example, if a software engineering firm has high employee turnover, the company is not
operating at a fully productive level. It takes time and investment to bring employees up to a
fully productive level.HR analytics provides data-backed insight on what is working well and
what is not so that organizations can make improvements and plan more effectively for the
future.
As in the example above, knowing the cause of the firm’s high turnover can provide valuable
insight into how it might be reduced. By reducing the turnover, the company can increase its
revenue and productivity.
2.2 Objectives of HR Analytics
1. Achieve Organizational Goals
The HRM objectives are to fulfill organizational goals by utilizing human resources to achieve
business requirements and standards. It is very important for an effective HRM to accomplish the
organizational goals to inflate the profitability of an organization.
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Organizational objectives include workforce handling, staff requirements like hiring, onboarding,
payroll management, social engagement, and more. To succeed at the organizational objectives,
HR requires efficient planning and execution.
Without a set parameter for goals, mission, and resources, HRM is incomplete. After you know
your resources and planning at the place, achieving HRM objectives gets streamlined. Some
more objectives are explained further.
2. Work Culture
When it comes to handling HRM effectively, employee and work environment are the prior
factors. Work culture plays an important role in defining HRM and business performance.
An HR manager needs to be active while calling for strategies to foster better work culture.
Automated activities like leave approvals, reimbursement request acknowledgement, etc. can
help you.
In addition, Quick operations and empowerment to employees help in creating positive vibes at
the workplace. Developing and maintaining healthy and transparent relations among team
members and teams contribute to building a good example of work culture.
Adopting the right solutions like an employee management system can solve more than half of
your job. Small steps like short and sound onboarding processes can help build a good image of
the workplace.
3. Team Integration
One of the prime roles and objectives of HRM is to make sure the team coordinates efficiently.
Easy communication is the need for teams in an enterprise. An HR here must ensure a tool that
assists in making the integration easier and smooth.
The proper connection between individuals is a must to ensure productivity. To make human
capital management successful, you need to search for better integration portals to make data
availability easier for people.
Functional objectives like team integration are to produce streamlined operations and tasks. The
right tool like the self-service portal can bring employees closer to HR folks.
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4. Training and Development
Workforce being effective and performing are two important and basic elements to work upon
for achieving your basic objectives at an organization.
With proper training and providing future opportunities, employees feel safe and organized.
Effective employment is highly dependent upon training practices. Providing opportunities to
employees is one of the great step to ensure workforce performance management.
There might be difficulties such as planning, scheduling training sessions, and evaluation of each
on-boards.
To lessen the pain, solutions like training management software can help you with auto-
reminders, easy scheduler, reporting, and tracking capability. The HR manager can ensure
effective training practices at the firm.
5. Employee Motivation
The prime objective of the HR team is to keep things on the right path. Keep distractions and
negative vibes away.
For this, the employees need to be attended to and kept motivated throughout. But the question
here is:
6. Workforce Empowerment
Talking about employee motivation, nothing can work better than empowering them.
Empowering them with tools like ESS portal can help save HR efforts too.
With the portal, employees can apply for approvals and track them through their mobile phones.
Be it leave requests, generating Payment slip, checking PF accounts, remaining leaves, upcoming
holidays, manager details, or anything, HR intervention is least required.
Employees no more need to knock on HR’s desk for small queries as all the minute details would
be made available on the ESS portal. The workforce plays a pivotal role in an organization as the
functioning of the business depends on the skills of the employees.
When the objective of HRM would align with individual interests it inflates the encouragement
of employees to heights. What else could empower workforce would take? How would you
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ensure the right workforce engagement? Effective HRM measures can definitely help. Look for
easy employee management tips.
7. Retention
Providing leadership qualities and opportunities, a healthy working area, and employee
retention are some prime objectives and deliverables of the HR managers. Keeping employees
retained and motivated needs to be a top priority for HRM.
To ensure the retention of employees, the HR department should optimize the functional
objectives of the company in accordance to the interest of company as well as its workforce to
ensure the engagement of staff in achieving the company’s goals.
Other than employee hiring, onboarding, and training cycle, keeping the employees retained for
long is the biggest challenge AKA the objective of the HR people. It often occurs that employees
leave the organization within 2 months of onboarding. It can be due to ineffective training
management or a rough hiring process.
8. Data and Compliance
Functional and organizational objectives also include managing company/ employee data and
managing compliance. Managing payroll compliances and keeping the company out of any
penalties or fines is a huge challenge for the Human resource management (HRM) teams and
managers.
Even a small error or miscalculation can owe you huge penalties and even may lose respect.
When committing to tasks like employment and payroll, you need to be careful about laws and
regulations. The objective here is to keep any unwanted claims at bay for smooth functioning.
Automated software is the main element in human resource management and objectives
attaining. Like the HRMS system can help you keep errors at the side and leave no window for
owing any penalty from IRS.
It is the responsibility of HR to follow IRS guidelines and standards for effective employment at
the company. Stay assured of all the legalities.
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2.3 Types of HR Analytics
HR analytics helps HR professionals and their organizations to improve decision-making
through data. It also offers HR practitioners the ability to contribute strategically by providing
meaningful insights and contributing more effectively to the business’s bottom line.
There are 4 types of HR analytics methods that HR professionals can use, namely, descriptive,
diagnostic, predictive, and prescriptive analytics. This article will discuss each of these types and
their application in HR.
 Descriptive analytics
 Diagnostic analytics
 Predictive analytics
 Prescriptive analytics
1. Descriptive analytics
The first type of HR analytics on the list is descriptive analytics. This is the most basic type that
analyzes data patterns to gain insight into the past.
It is known as decision analytics, and uses statistical analysis techniques to explain or summarize
a particular set of historical, raw data. It focuses on past data to account for what happened but
doesn’t make predictions for the future.
2. Diagnostic analytics
Diagnostic analytics takes descriptive analytics to the next level by providing an explanation for
what has been revealed. It aims to determine the underlying reasons for what the data exposes.
Although it is based on the same historical data as descriptive analytics, there is a key difference.
Diagnostic analytics goes into the next step of summarizing what happened in understandable
terms. It digs for the “why” behind the data’s trends, correlations, and anomalies.
3. Predictive analytics
Estimates what might happen in the future; it forecasts future outcomes. The process involves
categorizing past and present data to isolate patterns, correlations, and irregularities followed by
estimating a model to predict what will occur in the future. Then the model’s accuracy is
evaluated by applying it to new data.
4. Prescriptive analytics
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Prescriptive analytics is the final and most complex stage of the analytics journey that transfers
predictive analytics into ideas for what to do next.
A general prescriptive analytics definition would be the targeted recommendation for decision
options and actions based on the findings of predictive analytics. It offers options for where and
how to act to achieve success.
Prescriptive analytics relies on big data and uses an assortment of technical tools, including:
 Machine learning
 Algorithms
 Artificial intelligence
 Pattern recognition
2.4 Advantages of HR Analytics
1. Practicing evidence-based HR
Traditionally, HR management was always based on trends, biases, or temporary fixes. There
will generally be inconsistencies between what HR professionals believe to be suitable and
effective and what data proves to be effective. Evidence-based HR centers on making decisions
supported by evidence from internal data, research findings and studies, expert judgment, real-
life experience, values, and concerns. This approach enables HR professionals to base HR
decisions on facts and evidence rather than relying solely on a gut feeling.
2. Improving recruitment and talent acquisition

You gain valuable insights into your hiring process by tracking data pertaining to key
recruitment metrics such as cost per hire, application completion rates, quality of hire, quality of
source, and candidate experience. This allows you to see what’s working, what needs
improvement, and make changes accordingly, which will positively impact the business.
3. Managing employee performance and productivity

With HR analytics and key performance indicators (KPIs), you can assess the ROI of all
employees. It helps you identify your top performers (and use these as a benchmark when
making new hires) and those who are struggling (and offer them support). A better understanding
of motivation, productivity, and efficiency can help all employees improve their performance
and contribute to the bottom line.
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4. Helping build equitable compensation and benefits packages
Analyzing compensation data allows you to spot any pay disparities and fix them to ensure
you’re achieving internal and external pay equity. It can also help you determine which benefits
are most valued by your employees. Then, you can adjust your compensation and benefits
packages accordingly. Plus, you can decide if an additional bonus percentage leads to improved
retention or performance or whether it makes no noticeable difference. That can ultimately save
you money.
5. Easily conducting skills gap analyses

The richness and depth of HR analytics software mean it can use algorithms to identify skills and
knowledge gaps within your current teams. Your team’s existing skills can be plotted on a grid
against the skills you need. That can help you identify weak spots and propose a plan to bridge
these. Gaps like these often harm employee engagement, morale, and turnover rates if left
unresolved.
6. Boosting learning and development, upskilling and reskilling

Data can show you where your employees need upskilling or reskilling, if they’re utilizing
training opportunities, and if the training is relevant for them. This helps you create
relevant learning and development programs that help upskill and reskill your employees, boost
performance, achieve organizational goals, and save time and money.
7. Preventing turnover
Another of the benefits of HR analytics is that they can help you understand:
 which employees are leaving and why,

 your retention rate,
 which departments have a higher than average turnover,
 early attrition rates for new hires,
 and which employees are most likely to leave in the future.
These data enables organizations to prevent losses before they happen, reduce their turnover rate
by understanding the root cause, and then design targeted strategies to improve retention.
8. Improving candidate and employee experience
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A study found that 56% of applicants encounter some form of a technical issue during the job
application process. These can lead to abandoned applications and missing out on top talent.
Providing an engaging and flawless recruitment and onboarding process where candidates have a
positive experience leads to improved retention, a boost to your employer brand, and future
talent acquisition.
HR analytics can help you analyze the candidate experience during the recruitment process and
your employees’ experience at work day-to-day. For example, how strong their sense of
belonging is, where they perform best, how they feel about every aspect of their job, and how
they can continue to grow in their role and the organization. This information can help you
improve the daily experience of your employees and create a better working environment and
company culture.
9. Identifying inefficiencies
HR analytics will help HR professionals look outward into business processes and operations,
but also internally to shine a spotlight on areas that can be improved within HR itself. For
example, systems that don’t communicate well, a reliance on manual paper-processes where
digital software could save time and money.
Through data, HR can identify processes that aren’t helping the business achieve desired results
or are inefficient and redesign these. More efficient HR processes can lead to a significant boost
in the overall vitality of an organization.
2.5 Disadvantages of HR Analytics

1. Scattered data
The explosion in people data promised you confident decision-making, but the reality turned out
to be much more overwhelming than you expected. Now your data is in separate, siloed systems
and you have no easy way to stitch it together.
2 .Mismatched business objectives

When HR leaders don't collaborate closely with their colleagues, including the people on the
ground and in senior leadership, they can't prioritize and align HR programs with urgent business
objectives.
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3 .Poor data quality
Your people data is inaccurate, incomplete, duplicative or outdated and, therefore, not ready for
quality analyses. Anyone who uses these insights is making decisions based on bad information.
4 Lack of context
Even if you take full advantage of your internal data, you may not have the whole story. You
lack the external context that tells you how your organization compares to its peers.
5 Inadequate access
The status quo has created access restrictions and poor cross-team collaboration. As a result, key
leaders and decision-makers don’t have a seamless flow of people insights to help them steer
strategic improvements for your organization.
6 Superficial predictions
Your initiatives aren’t impactful because they’re based on guesses that lack nuance and depth. In
other words, you’re dealing with descriptive, not predictive, analytics.
7 No follow through
Your analytics are built on the wrong foundations, leaving you without any actionable data. Or,
you have the right insights, but your key people can’t be convinced to act.
2.6 Importance of HR Analytics

To Candidates
1. Provides Opportunities: Human resources are the critical component of organizations. HR

Professionals must prepare themselves with the proficiency to handle complex HR functions.
Candidates opting for Certified HR Analytics Professional Course can have an advantage over
other individuals. In this way, the employees can gradually meet the rise of HR Analytics in
organizations. The best companies see their employees as a rich source of collective data that can
be used to make better hiring decisions.
To Organization
1. Smooth HR Process: HR Analytics helps keep the hiring process informed and smooth. It
improves the performance and provides a detailed understanding of work productivity
organization culture identifies the best talent, modifies employee retention, etc.
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2. Plan for the Upcoming: HR Analytics helps you to develop a plan for the future. It helps to
identify trends in training patterns in the long run. Besides, having data-backed evidence helps to
make essential improvements for future initiatives.
To Users
1. Reliable Support: The HR Analytics platform is easy to use and provides comprehensive
support every time you need it. Besides, it also helps in configuring new data sets in case of any
change in the organization’s structure.
2. Cloud-Based: A cloud-based platform promises greater accessibility without heavy IT

Integrations. It is a powerful tool that categories data efficiently based on your analysis. This
helps to provide the autonomy of using the tool whenever you need it.
With data being the new trend, organizations need influential, talented HR professionals to stay
ahead of the curve. To take on the more significant role in an organization, choose HR analytics
and its users wisely.
2.7 feature of HR Analytics
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1.Metrics and KPIs for employee performance and engagement:
HR analytics uses various metrics and key performance indicators (KPIs) to measure employee
performance productivity, engagement, productivity, job satisfaction, and employee net promoter
score (NPS).
2.Predictive analysis to extrapolative forecasting workforce trends and behaviors:
Predictive analysis uses historical data and statistical models to extrapolate and predict future
trends and behavior patterns, such as workforce attrition rates, workforce planning, and talent
development.
3.HR information systems (HRIS) to automate HR processes:
HRIS is a software system that automates various HR processes such as payroll, employee
benefits, overtime, attendance, and employee record keeping.
4.Data visualization tools to display HR metrics in a user-friendly format:
Data visualization tools provide a user-friendly way to display HR metrics and KPIs using
charts, graphs, diagrams and dashboards, which makes analysis of data easier, which in turn
helps HR professionals quickly understand and communicate data insights.
5.Diversity and inclusion metrics to track representation and equality:
HR analytics provides metrics to track diversity and inclusion, such as the representation of
different demographic groups, gender groups, pay gaps, and employee sentiment surveys.
6.Recruitment analytics to measure time-to-hire and cost-per-hire:
Recruitment analytics measures the effectiveness and efficiency of the recruitment process, such
as the time-to-hire, cost-per-hire, source of hire and turnover rate, and the retention cost of the
workforce in the organization. All need to be carefully weighed and compared.
7.Turnover rate analytics to identify retention issues:
Turnover rate analytics measures the rate at which employees leave the organization and helps to
identify retention issues, such as poor management, lack of career growth, inadequate
compensation or work-life balance.
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8.Skills gap analysis to identify training needs and talent gaps:
Skills gap analysis identifies the gap between the skills required for a job and the skills possessed
by employees for that particular job and helps identify training needs and talent gaps.
9.Succession planning to identify and develop future leaders:
Employees with exceptional leadership potential need to be identified and retained. Training and
development opportunities need to be provided to them to fill critical positions when the need
arises, thereby reducing the risk of organizational disruption and time-to-hire metric.
10.Benchmarking against industry standards and competitors:
Benchmarking compares an organization’s HR metrics and KPIs with industry standards and that
of competitors to help identify areas of improvement and best practices, initiatives and drives.
2.8 Role of HR Analytics

The use of analytics is revolutionizing HR just as it has revolutionized marketing. HR analytics
aims to provide insights into how to manage employees and reach business objectives. The
availability of so much data makes it imperative for HR teams to determine which data is most
relevant and how to utilize it best. It can be achieved with HR data analysis.
The role of HR Analytics in an organization is:
 Identify underlying causes and trends of employee attrition by analyzing past data
 Collect data on HR productivity and engagement
 Using data analysis to understand new employee behavior
 Identify insights from the data and report them to management
 Understanding patterns behind important concerns like low employee performance,
compensation revisions, etc., through the correlation of various types of data
 Developing predictive models to understand employee behavior and performance
 Making decisions and developing HR strategies to improve overall performance and
employee satisfaction
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2.9 Process of HR Analytics
4-Step HR Analytics Process
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The HR analytics process comprises four primary steps that are performed one after the other.
These steps form the bedrock of measuring the impact of HR initiatives while staying aligned
with the metrics.
Let us get a detailed understanding of the processes below.
Step 1: Data Collection
Collecting and categorizing high-quality data is HR analytics's first and most vital step.
Basically, there are two categories of data required for the process. They are as follows:
Internal Data: Employee Tenure, Employee Training Records, Data on high and low performers,
Retention, Engagement, Turnover, Salary and Promotion History, Absenteeism.
External Data: Organization-wide financial data, Passive data from employees right from the
recruitment stage, Core offerings of the organization, and Historical data.
Step 2: Monitoring the Data and Comparing it with Past Performance
The second step is all about continuous assessment and comparison of the obtained data. At this
step, the HR metrics are calculated to measure the effectiveness of the HR initiatives.
The HR metrics considered for the HR Analytics process are showcased below.
Step 3: Analysis
After having assessed, compared, and calculated the HR metrics in the previous step, they can be
analyzed further to identify the impact of HR initiatives and activities on the workforce.
Step 4: Utilize the Obtained Data to Bring in Remedial Measures
Once the HR metrics have undergone the analysis step, the analyzed data is further utilized to
make informed decisions. The insights drawn from the analysis help address the issues that
hamper the organizational processes and likewise implement remedial measures and
improvements in the HR metrics.
2.10 Main functions of HR Analytics

The main function of HR analytics is to collect, analyze, and report on HR data to improve
people and business outcomes. HR analytics can be used to:
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1-Measure and track HR metrics: HR analytics can be used to measure and track a wide range
of HR metrics, such as employee turnover, engagement, and productivity. This information can
be used to identify trends and patterns, and to develop strategies to improve HR performance.
2-Support decision-making: HR analytics can be used to support decision-making in all areas

of HR, such as recruitment, selection, training and development, performance management, and
compensation and benefits. For example, HR analytics can be used to identify the most effective
recruitment channels, or to develop targeted training programs to improve employee
performance.
3-Predict future outcomes: HR analytics can be used to predict future outcomes, such as
employee turnover or customer satisfaction. This information can be used to develop proactive
strategies to prevent problems from occurring.
4-Identify and address workforce problems: HR analytics can be used to identify trends and
patterns in workforce data that may indicate potential problems, such as high turnover, low
employee engagement, or productivity issues. Once problems are identified, HR analytics can be
used to develop and implement solutions.
5-Make better HR decisions: HR analytics can be used to inform decision-making on a variety

of HR issues, such as recruitment, staffing, compensation, and performance management. By
using data to understand the impact of different HR decisions, organizations can make more
informed and effective decisions.
6-Improve employee productivity and engagement: HR analytics can be used to identify

factors that contribute to employee productivity and engagement. Once these factors are
identified, organizations can implement programs and initiatives to improve employee
productivity and engagement.
7-Reduce HR costs: HR analytics can be used to identify areas where HR costs can be reduced
without sacrificing quality or service. For example, HR analytics can be used to identify
duplicate tasks, streamline processes, and reduce administrative overhead.
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8-Recruitment:HR analytics can be used to identify the most effective recruitment channels, to
develop targeted recruitment campaigns, and to predict the likelihood of a candidate accepting a
job offer.
9-Staffing: HR analytics can be used to optimize staffing levels, to identify and develop future
leaders, and to create succession plans.
10-Compensation: HR analytics can be used to develop competitive compensation packages, to

identify and address pay inequities, and to reward high performance.
11-Performance management: HR analytics can be used to set SMART goals, to track

employee performance, and to provide feedback and development opportunities.
12-Employee engagement: HR analytics can be used to measure employee engagement, to

identify factors that contribute to employee engagement, and to implement programs and
initiatives to improve employee engagement.
HR analytics is a powerful tool that can be used to improve HR management in a variety of

ways. By using data to understand workforce trends, identify problems, and make informed
decisions, organizations can improve employee productivity and engagement, reduce HR costs,
and achieve their business goals.
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Chapter 3-Company Profile
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About Edu plus now
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thousands of learners across the globe from a significant number of corporates.
Aimed at providing learners with essential technical skills, Edu plus now courses are created to
be the perfect amalgamation of inputs from industry experts and highly qualified professors from
the country’s top educational institutions.
Edu plus now is an educational initiative of the Vishwakarma Group popularly known as VIT
Pune. Edu plus now offers online and offline courses in Artificial Intelligence, Machine
Learning, and Data Science (PG in AI-ML & Data Science) and Six Sigma courses created by
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studies will provide the learners with just the right push to accelerate their careers
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Vision: The vision of edu plus now is to provide affordable quality education, while equipping
students with knowledge and skills in their chosen stream.
Mission: The mission of edu plus now is to assist learners to overcome industrial and
professional challenges and reach their full career potential in the industry.
Values: Transforming life through excellence in education and research.
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 Qualified Instructors
Connect with experts and qualified instructors from reputed universities to stay on top of the
ever-evolving future of work.
Page 24 of 77
 Advanced study plans
Learn complex technical skills with videos, quizzes and assignments to develop your career and
build towards a degree.
 Focus on target
Select the best from all the online courses in Pune that are not only informative and helpful to
your long-term career goals but also help close the skill gap in the industry.
 Knowledge Institute
Take advantage of a complete in-built environment for programming and get hands-on
experience to solve real-world problems practically.
 Thought Leadership
Edu plus now enables you to make the next move in your career, promising an upgrade. Its
industry-relevant curriculum will enhance your knowledge and make leadership in that area
possible.
Courses of Edu PLUS Now
 PG in AI-ML & Data Science Course

 Six Sigma Course
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 Certification Program in Data Analytics & Machine Learning
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 Advanced PG Program in Data Analytics
 SQL Certification
 AWS Cloud Computing Certification Program
 Machine Learning Using Python Certification
 Apache Spark Certification
 Big Data Hadoop Certification
Advisory members of Edu plus now
Page 25 of 77
Mr. Hemant Joshi
Head Data Office & Delivery Head BFSI Business Analytics at Tata Consultancy Services
24+ yrs. Experience. As the Delivery Head for BFSI Business Analytics, I am responsible for
ensuring high quality delivery across all our analytics engagements, managing customer
relationships and creating a platform for learning and growth for all our associates across these
engagements. I manage the P&L for this subunit and am responsible for the revenue growth for
the unit. Specialties: Business Analytics, Hadoop / Spark, Neo4J, RDBMS (Oracle, Sybase,
MSSQL Server), ETL (Talend / Informatica / Sqoop) , Visualization (Qlik/Tableau/BO/ MSAS
2000), Scripting (Perl, Shell Scripting), Management (Project / Program / Product /management)
Mr. Yogesh Kulkarni
Principal Architect – CTO Icertis
16+ years in CAD/Engineering software development, in various capacities, including R & D

group/site manager. Got Masters and Doctoral degrees in Mechanical Engineering
(specialization: Geometric Modelling Algorithms).
Mr. Shrikant Marathe
X Director Design at ARAI (Automotive Research Association of India)
Started career at ARAI in 1972 as one of the 4 first employees. Joined as Head, Engines R&D of
Bajaj Auto in 1990 and then later worked in several responsible positions in R&D as GM(R&D),
GM (Product Engineering) He was President, SAE India from 2012 to 2014. At present apart
from being an Independent Director on the Boards of Mahindra Heavy Engines Ltd. and
Mahindra Two Wheelers Ltd. he is member of the Board of Management of Symbiosis Skill and
Open University, Pune as well as Indore.
Page 26 of 77
Chapter 4: Research Methodology:
4.1 Introduction to Research Topic
4.2 Problem Statement/ Hypothesis
4.3 Survey of Literature
4.4 Research Design
4.5 Data Collection Methods
4.6 Measurement & Scaling Techniques
4.7 Statistical Tools & Techniques
Page 27 of 77
4.1 Introduction to Research Topic
The purpose of study was to examine the opportunities and challenges using HR Analytics in
business. Research methodology is a way to systematically achieving objectives of the study.
There are various steps involved in the process of achieving objectives. The chapter describes the
research design and methods used in this study.it covers the research design, data collection
instruments such as primary data or secondary data quantitative methods, pilot study, reliability
test for data collection instrument and descriptive statistics based on the pilot study.
A research cannot be conducted abruptly. Researcher has to proceed systematically in the

already planned direction with the help of a number of steps in sequence. To make the research
systemized the researcher has to adopt certain methods. The methods adopted by the researcher
for completing the project are called Research Methodology.
The objectives of the project are such that both primary and secondary data is required to achieve
them. So both primary and secondary data will be used for the project.
Page 28 of 77
4.2 Problem Statement/ Hypothesis
Human Resource Analytics is becoming more vital as technology is introduced to many areas of
company. Organizations that embrace HR analytics will have an easier time building a pipeline
of top people and keeping them around. However, the opposite is true: the company's
competitive edge would suffer if HR Analytics is rejected. Similarly, although HR Analytics is
undoubtedly important for businesses today, surprisingly few HR departments really use the
tools available to them. Human resources experts have been and still are criticized in the
literature for their alleged inability to grasp basic concepts of business and finance. One of the
obstacles to implementing these HR advances seems to be a lack of familiarity with or comfort
with numerical data
4.3 Survey of Literature
4.4 Research Design

The research design is used in this is descriptive research design. Descriptive research design is a
scientific method which involves observing and describing the behavior of subject without
influencing it in any way. The Main characteristic of this method is that the researcher has no
control of variable’s, we can report only what has happened or what is happening.
4.5 Data Collection Methods
Primary data collection method was use to collect the primary data. A structured questionnaires
was constructed to measure the opinions of employees. Both open and close ended questions was
asked simple random sampling method was used to collect the data.
Sample size 50
4.6 Measurement & Scaling Techniques
Likert’s scale(5 pointer was used to measure opinions)
4.7 Statistical Tools & Techniques
Simple graphical method was used to analyze the data bar chart, column chart and pie chart was
used to analyze the data.
Page 29 of 77
Chapter-4 Data Analysis & Interpretation
Page 30 of 77
Q.1-Specify your gender
S.N Gender Number of Respondent %

1 Male 32 64
2 Female 18 36
Total 0 100
Number of Respondent
18
32
Male Female
Interpretation: - Survey consists of 64% Male & 36% Females
Page 31 of 77
Q.2 Specify your age
S.N Age Number of Respondent %
1 Below 18 0 0
2 19 to 22 years 10 20%
3 23 to 27 years 25 50%
4 Above 28 years 15 30%
Total 50 100%
Age
30
25
25
20
15
15
10
10
5
0
0
Below 18 19 to 22 years 23 to 27 years Above 28 years
Age
Interpretation – Survey consist of 50% of the age between 23 to 27 year old
Page 32 of 77
Q.3 Specify your qualification?
S.N Qualification Number of Respondent %

1 SSC 0 0%
2 HSC 0 0%
3 Diploma 11 22%
4 Graduate 20 40%
5 Post graduate 19 38%
Total 50 100%
Qualification
25
20
20 19
15
11
10
5
0 0
0
SSC HSC Diploma Graduate Post graduate
Qualification
Interpretation- Survey consist 40% candidates is graduated.
Page 33 of 77
Q.4 In which department of the organization do you work?
S.N Department Number of Respondent %

1 Administration 5 10%
2 Training 10 20%
3 Placement 12 24%
4 Other 23 46%
Total 50 100%
Department
25 23
20
15
12
10
10
5
5
0
Administration Training Placement Other
Department
Interpretation-Survey consist 46% candidates is from other department.
Page 34 of 77
Q.5 How long have you been working in the organization?
S.N Years Number of respondent %
1 6 months 14 28%
2 1 years 7 14%
3 1.5 years 10 20%
4 2 years 19 38%
Total 50 100%
Work Experience
20 19
Number of respondent
18
16
14
14
12
10
10
8 7
6
4
2
0
6 months 1 years 1.5 years 2 years
Years
Interpretation –Survey consists 38% candidates is working in organization from 2 years.
Page 35 of 77
Q.6 Your monthly income?
S.N Income Number of respondent %
1 Below 30000 6 12%
2 30000 to 50000 15 30%
3 50000 to 70000 22 44%
4 Above 70000 7 14%
Total 50 100%
Income
25
22
20
15
15
10
7
6
5
0
Below 30000 30000 to 50000 50000 to 70000 Above 70000
Income
Interpretation-Survey consists 44% candidate’s salary is between 50000 to 70000.
Page 36 of 77
Q.7 Do you use HR analytics to improve your decision-making?
A. Yes
B. No
S.N Answer Number of respondent %
1 Yes 39 78%
2 No 11 22%
Total 50 100%
Answers
11
39
Yes No
Interpretation- survey consist 78% of candidates use HR analytics to improve decision-

making.
Page 37 of 77
Q.8 HR analytics is well positive impact on the progression on business?
S.N Impact Number of Respondent %
1 Strongly agree 20 40%
2 Agree 12 24%
3 Neutral 10 20%
4 Disagree 8 16%
Total 50 100%
Impact
25
20
20
15
12
10
10 8
5
0
0
Strongly agree Agree Neutral Disagree Strongly agree
Impact
Interpretation-survey consist 64% candidate is agreeing.
Page 38 of 77
Q.9 HR analytics is influencing the business performance?
S.N Response Number of Respondent %
2 Agree 15 30%
3 Neutral 5 10%
4 Disagree 7 14%
5 Strongly disagree 3 6%
Total 50 100%
Influence business performance
Strongly disagree 3
Disagree 7
Response
Neutral 5
Agree 15
Strongly agree 20
0 5 10 15 20 25
Interpretation-Survey consist 70% candidate strongly agree that HR analytics influence

business performance.
Page 39 of 77
Q.10 How often do you use HR analytics in your work?
1 Never 19 38%
2 Rarely 20 40%
3 Sometimes 8 16%
4 Often 3 6%
5 Always 0 0%
Total 50 100%
Use of HR analytics in work

25
20
20 19
15
10 8
5 3
0
0
Never Rarely Sometimes Often Always
Response
Interpretation-Survey consist 68% candidate rarely use HR analytics in work.
Page 40 of 77
Q.11 HR analytics is an essential part of the business?
S.N Response Number of respondent %
1 Never 0 0%
2 Rarely 3 6%
3 Sometimes 10 20%
4 Often 15 30%
5 Always 22 44%
Total 50 100%
Essential part of business

25
22
20
15
15
10
10
5 3
0
0
Response
Interpretation-Survey consist 74% candidate agreed that HR analytics is essential part of

business.
Page 41 of 77
Q.12 What are the functions are measured in the HR analytics?
1 Recruitment 8 16%
2 Training & development 10 20%
3 Employee value & performance 9 18%
4 Work force 15 30%
5 None of these 8 16%
Total 50 100%
Functions of HR analytics
None of these 8
Work force 15
Response
Employee value & performance 9
Training & development 10
Recruitment 8
0 2 4 6 8 10 12 14 16
Interpretation-Survey consist 30% candidate select workforce function is measured in HR

analytics.
Page 42 of 77
Q.13 Do you think HR analytics are more required for the business?
2 Agree 15 30%
3 Neutral 7 14%
4 Disagree 5 10%
Total 50 100%
Requirment of HR analytics for business
Strongly disagree 0
Disagree 5
Response
Neutral 7
Agree 15
Strongly agree 23
0 5 10 15 20 25
Interpretation-Survey consist 76% of candidate is agree that HR analytics is more required

in business.
Page 43 of 77
Q.14 What are the biggest challenges you face when using HR analytics?
A. Data quality
B. Lack of skills
C. Privacy and security
D. All of these
1 Data quality 10 20%
2 Lack of skill 10 20%
3 Privacy and security 5 10%
4 All of these 25 50%
Total 50 100%
Biggest challenge
All of these 25
Privacy and security 5

Response
Lack of skill 10
Data quality 10
0 5 10 15 20 25 30
Interpretation- survey consist 50% of respondent select all of challenges face when you use
HR analytics.
Page 44 of 77
Q.15 What are the most important factors in candidate selection?
1 Skills 18 36%
2 Critical thinking 15 30%
3 Personality 9 18%
4 Knowledge 8 16%
Total 50 100%
Important factor of candidates selection
Knowledge 8
Personality 9
Response
Critical thinking 15
Skills 18
0 2 4 6 8 10 12 14 16 18 20
Interpretation-Survey consist 36% candidate select skill is important factor of candidate

selection.
Page 45 of 77
Q.16 HR analytics well solve every challenges in the business?
1 Never 3 6%
2 Rarely 5 10%
3 Sometimes 13 26%
4 Often 11 22%
5 Always 18 36%
Total 50 100%
HR analytics solve every challenge in business

20
18
18
16
14 13
12 11
10
8
6 5
4 3
2
0
Response
Interpretation-Survey consist 58% candidate accept HR analytics solve every challenge in

business.
Page 46 of 77
Q.17 How can HR improve employee productivity?
1 Creating a culture of trust 10 20%
2 Communication 8 16%
3 Collaboration 15 30%
4 Recognition 17 34%
Total 50 100%
Employee productivity
Recognition 17
Collaboration 15
Response
Communication 8
Creating a culture of trust 10
0 2 4 6 8 10 12 14 16 18
Interpretation-Survey consist 34% candidate choose recognition can improve employee

productivity.
Page 47 of 77
Q.18 How can HR Analytics reduce the cost of hiring?
1 Focus on retention 15 30%
2 Analyze hiring data 15 30%
3 Streamline the interview process 7 14%
4 Utilize social media platforms 13 26%
Total 50 100%
Cost of hiring
Utilize social media platforms 13
Streamline the interview process 7

Response
Analyze hiring data 15
Focus on retention 15
0 2 4 6 8 10 12 14 16
Interpretation-Survey consist 30% candidate select focus on retention and 30% employee
select analyze hiring data to reduce cost of hiring in business.
Page 48 of 77
Q.19 According to you what are the biggest challenges to retaining top talent?
1 Compensation and benefits 14 28%
2 Recognition and appreciation 10 20%
3 Effective management and leadership 20 40%
4 Staying ahead of industry trends and changes 6 12%
Total 50 100%
Biggest challenge to retain top talent
Staying ahead of industry trends and changes 6
Effective management and leadership 20

Response
Recognition and appreciation 10
Compensation and benefits 14
0 5 10 15 20 25
Interpretation-40% candidate choose effective management and leadership is biggest

challenge to retain top talent in business.
Page 49 of 77
Q.20 From the following list, which of the option is most effective ways of presenting HR
analytics?
1 As interactive 12 24%
2 As graphical 10 20%
3 As spreadsheet/data in table 7 14%
4 As a document 9 18%
5 As multimedia 12 24%
Total 50 100%
Way of presenting HR analytics
As multimedia 12
As a document 9
Response
As spreadsheet/data in table 7
As graphical 10
As interactive 12
0 2 4 6 8 10 12 14
Interpretation-Survey consist 24% candidate select interactive and 24% employee select
multimedia as most effective way of presenting HR analytics
Page 50 of 77
Q.21 In the business, HR analytics platform delivers actionable insights?
2 Agree 13 26%
3 Neutral 9 18%
4 Disagree 6 12%
Total 50 100%
Deliver actionable insight
Strongly disagree 2
Disagree 6
Response
Neutral 9
Agree 13
Strongly agree 20
0 5 10 15 20 25
Interpretation-Survey consist 40% candidate strongly agree that HR analytics deliver

valuable insight.
Page 51 of 77
Q.22 Did you agree the term "analytics" is changing the HR world?
2 Agree 13 26%
3 Neutral 10 20%
4 Disagree 8 16%
Total 50 100%
"Analytics" changing HR world
Strongly disagree 4
Disagree 8
Response
Neutral 10
Agree 13
Strongly agree 15
0 2 4 6 8 10 12 14 16
Interpretation-Survey consist 56% agree that analytics changing HR world.
Page 52 of 77
Q.23 Did you agree organization has to concentrate on HR analytics?
2 Agree 10 20%
3 Neutral 5 10%
4 Disagree 10 20%
Total 50 100%
Organisation need to concentrate on HR analytics
Strongly disagree 5
Disagree 10
Response
Neutral 5
Agree 10
Strongly agree 20
0 5 10 15 20 25
Interpretation-survey consist 40% candidate strongly agree that organization need to

concentrate on HR analytic.
Page 53 of 77
Q.24 Do you agree HR analyst is the responsible for the business?
2 Agree 12 24%
3 Neutral 15 30%
4 Disagree 7 14%
Total 50 100%
HR analyst is responsible for business
Strongly disagree 7
Disagree 7
Response
Neutral 15
Agree 12
Strongly agree 9
0 2 4 6 8 10 12 14 16
Interpretation- survey consist 30% candidate neutral response.
Page 54 of 77
Q.25 Give Your Ratings for How the HR Analytics Are Useful in The Business?
1 1 0 0%
2 2 6 12%
3 3 9 18%
4 4 10 20%
5 5 25 50%
Total 50 100%
Rating
30
25
25
20
15
9 10
10
6
5
0
0
1 2 3 4 5
Response
Interpretation-survey consist 50% candidate gave number 1 rating to HR analytics.
Page 55 of 77
Chapter-6 Results & Discussion
6.1 Findings (Learning of Students)
6.2 Recommendations (Contribution to Host
Organization)
6.3 Limitations of Study
Page 56 of 77
6.1 Findings (Learning of Students)
1. Most of the respondent were of male gender.

2. Most of the respondents were of the age of 23 to 27 years.
3. Most of the respondents have graduated.
4. Most of the respondents are work at others department.
5. Most of the respondents have experience in the range of 2 years.
6. Most of the respondent’s salary is between 50000 to 70000.
7. Most of the respondents use HR analytics to improve decision making.
8. Mostly respondent agrees that HR analytics is well positive impact on the progression of
business.
9. Most of the respondent agrees that HR analytics is influencing the business performance.
10. Most of the respondent use HR analytics in their work.
11. Mostly respondents said that HR analytics is always essential part of the business.
12. Most of the respondent agrees that work force functions are measured in HR analytics.
13. Mostly respondent agrees that HR analytics is more required in business.
14. Data quality, lack of skills, privacy and security all of these challenges faced respondent
while using HR analytics.
15. Mostly respondent select that skills is the most important factor in candidate selection.
16. Most of the respondent agrees that HR analytics well solve every challenge in the
business.
17. Mostly respondent select that recognition can improve employee productivity.
18. Mostly respondent select that from focus on retention and analyze hiring data can reduce
cost of hiring.
19. According to respondent effective management and leadership are the biggest challenge
to retain top talent.
20. Mostly respondent select that as interactive and as multimedia is the most effective ways
of presenting HR analytics.
Page 57 of 77
21. Mostly respondent agrees that HR analytics platform deliver actionable insight.
22. Mostly respondent agrees that term ‘analytics’ is changing the HR world.
23. Most of the respondent agrees that organization has to concentrate on HR analytics.
24. Respondent reaction is neutral for HR analyst is responsible for business.
Page 58 of 77
6.2 Recommendations (Contribution to Host Organization)
 Propose the establishment of robust data governance frameworks to ensure data quality
and compliance.
 Recommend ongoing training programs for HR professionals to enhance their analytical
skills and adapt to the evolving landscape.
 Suggest the implementation of feedback mechanisms and continuous monitoring to adapt
HR analytics strategies to changing business needs.
 Explore the potential of predictive analytics in workforce planning and talent
management.
 Develop models that predict future workforce needs based on historical data and assess
their accuracy and applicability.
 Examine the potential risks and challenges related to data privacy and security in HR
analytics.
 Propose strategies and frameworks to ensure compliance with data protection regulations
while maximizing the benefits of HR analytics.
 Analyze the strategies and best practices adopted by these organizations to effectively
integrate HR analytics into their business processes.
 Study the role of change management in the successful adoption of HR analytics.
 Investigate global trends and emerging technologies in HR analytics.
Page 59 of 77
6.3 Limitations of Study
1. Respondents were reluctant to give unbiased opinion fearing of the management.

2. The data was collected from the plant through questionnaires. The respondents were not
able to spend the desired time with the researcher.
3. The over confidence or the under confidence of the employees in their self-ratings caused
some amount of in accuracy in the overall picture that emerged.
4. The researcher has done the study only on HR analytics.
5. I could not gather more information to justify exact condition. The time constraints are
limiting factor.
6. The study is limited by the size of the sample as the sample size is very small.
Page 60 of 77
References
[1] Kashive, N., & Khanna, V. T. (2023). Emerging HR analytics role in a crisis: an analysis of
LinkedIn data. Competitiveness Review: An International Business Journal, 33(6), 1179-1204.
[2] Awasthi, S., Bathla, D., & Singh, S. (2023). A Literature Review on HR Analytics: Trends
and Future Challenges. The Adoption and Effect of Artificial Intelligence on Human Resources
Management, Part B, 235-250.
[3] Chhetri, S. D., Kumar, D., & Ranabhat, D. Investigating research in human resource analytics
through the lens of systematic literature review. Human Systems Management, (Preprint), 1-17.
[4] Madhani, P. M. (2023). Human Resources Analytics: Leveraging Human Resources for
Enhancing Business Performance. Compensation & Benefits Review, 55(1), 31-45.
[5] Abellán-Sevilla, A. J., & Ortiz-de-Urbina-Criado, M. (2023). Smart human resource analytics
for happiness management. Journal of Management Development.
[6] Bathla, D., & Ahuja, R. (2023). Enhancing Employee Productivity Through Human Capital
Analytics. In Handbook of Research on the Interplay Between Service Quality and Customer
Delight (pp. 151-166). IGI Global.
[7] Gayatri, A. P., & Supraveen, U. J. HUMAN RESOURCE MANAGEMENT USING DATA
ANALYTICS.
[8] Jani, A., Muduli, A., & Kishore, K. (2023). Human resource transformation in India:
examining the role digital human resource technology and human resource role. International
Journal of Organizational Analysis, 31(4), 959-972.
[9] Liyakat, K. K. S. (2023). A Study HR Analytics Big Data in Talent Management. Research
and Review: Human Resource and Labour Management, 8-20.
[10] Venkataraman, A. (2023). Employment Relations Past, Present and Future: Demise or
Resurrection in India? NHRD Network Journal, 16(1), 32-50.
[11] Zapletalová, Š. (2023). The business excellence models and business strategy. Total Quality
Management & Business Excellence, 34(1-2), 131-147.
[12] Kraus, S., Mahto, R. V., & Walsh, S. T. (2023). The importance of literature reviews in
small business and entrepreneurship research. Journal of small business management, 61(3),
1095-1106.
[13] Lamperti, S., Cavallo, A., & Sassanelli, C. (2023). Digital servitization and business model
innovation in SMEs: A model to escape from market disruption. IEEE Transactions on
Engineering Management.
Page 61 of 77
[14] Brinkerink, J. (2023). When shooting for the stars becomes aiming for asterisks: P-hacking
in family business research. Entrepreneurship Theory and Practice, 47(2), 304-343.
Annexures
Page 62 of 77
Questionnaire:
Q.1-Specify your gender
A. Male
B. Female
Q.2 Specify your age
A. below 18 years
B. 19 to 22 years
C. 23 to 27 years
D. above 28 years
Q.3 Specify your qualification
A. SSC
B. HSC
C. Diploma
D. Graduate
E. Post graduate
Q.4 In which department of the organization do you work?
A. Administration
B. Training
C. placement
Q.5 How long have you been working in the organization?
Page 63 of 77
A. 6 months
B. 1 year
C. 1.5 year
D. 2 year
Q.6 Your monthly income?
A. below 30000
B. 30000 to 50000
C. 50000 to 70000
D. above 70000
Q.6 In what ways can HR analytics helps in business?
A. To help take decision which are un bias
B. To reduce the cost by eliminating number
C. To increase accuracy
D. To reduce the filtration process
E.HR analytics cannot help much in HR function
Q.7 HR analytics is well positive impact on the progression on business?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree
Q.8 If HR analytics is influencing the business performance?
A. Strongly agree
Page 64 of 77
B. Agree
C. Neutral
D. Disagree
Q.10 If the HR analytics is an essential part of the business?

A. Never
B. Rarely
C. Sometimes
D. Often
E. Always
Q.11 What are the functions are measured in the HR analytics?
A. Recruitment
B. Training & development
C. Employee value & performance
D. Work force
E. None of these
Q.12 Do you think HR analytics are more required for the business?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
Q.13 What are the most important factors in candidate selection?
A. Skills
Page 65 of 77
B. critical thinking
C. personality
D. Knowledge
Q.14 If the HR analytics well solve every challenges in the business?
A. Never
B. Rarely
C. Sometimes
D. Often
E. Always
Q.15 How can HR improve employee productivity?
A. Creating a culture of trust
B. communication
C. collaboration
D. Recognition
Q.16 How can HR Analytics reduce the cost of hiring
A. Focus on retention
B. Analyze hiring data
C. Streamline the interview process
D. Utilize social media platforms
Q.17 According to you what are the biggest challenges to retaining top talent?
A. Compensation and benefits
B. Recognition and appreciation
C. Effective management and leadership
Page 66 of 77
D. Staying ahead of industry trends and changes
Q.18 From the following list, which of the option is most effective ways of presenting HR
analytics?
A. As interactive
B. As graphical
C. As spread sheet/data in table
D. As a document
E. As multimedia
Q.19 In the business, HR analytics platform delivers actionable insights?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
Q.20 What are the four kinds of HR analytics to get insights about a company work force?
A. Descriptive analytics
B. Insightful analytics
C. Prescriptive analytics
D. Predictive analytics
E. Inferential analytics
Q.21 Did you agree the term "analytics" is changing the HR world?
A. Strongly agree
B. Agree
Page 67 of 77
C. Neutral
D. Disagree
Q.22 Did you agree organization has to concentrate on HR analytics
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
Q.23 Do you agree HR analyst is the responsible for the HR analytics in business?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
A.1
B.2
C.3
D.4
E.5
Page 68 of 77
A. 1
B. 2
C. 3
D. 4
E. 5
Page 69 of 77

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A

Trinity College of Engineering & Research

Kondhawa, Pune -411048

the MBA Program of Savitribai Phule Pune University.

any other University/Institute for an award of any degree/diploma.

Place :- Pune Name- Shubham Vasantrao Surayawanshi

been duly acknowledged in the Project Report.

Name of Industry Guide: -

I am pleased to acknowledge my sincere thanks to Trinity College of Engineering and Research

Chapter1- Introduction to Research

1.1 Executive Summary

HR Analytics act as a tool which is a combination of statistical techniques that enable

HR Analytics provides various opportunities to business as it forecasts workforce requirements,

1. To study the role opportunities and challenges of using HR analytics in business

applicants for the business.

5. To suggest tactics of reducing employee turnover by workforce analytics

 Identify and recruit potential human resource.

 To improve the current scenario of HR Analytics.

 To know the actual importance of this research.

 To know what challenges are facing employees.

2.2 Objectives of HR Analytics

1. Achieve Organizational Goals

8. Data and Compliance

2. Improving recruitment and talent acquisition

3. Managing employee performance and productivity

5. Easily conducting skills gap analyses

6. Boosting learning and development, upskilling and reskilling

 which employees are leaving and why,

8. Improving candidate and employee experience

2.5 Disadvantages of HR Analytics

2 .Mismatched business objectives

2.6 Importance of HR Analytics

1. Provides Opportunities: Human resources are the critical component of organizations. HR

2. Cloud-Based: A cloud-based platform promises greater accessibility without heavy IT

2.7 feature of HR Analytics

2.Predictive analysis to extrapolative forecasting workforce trends and behaviors:

3.HR information systems (HRIS) to automate HR processes:

4.Data visualization tools to display HR metrics in a user-friendly format:

5.Diversity and inclusion metrics to track representation and equality:

6.Recruitment analytics to measure time-to-hire and cost-per-hire:

7.Turnover rate analytics to identify retention issues:

9.Succession planning to identify and develop future leaders:

10.Benchmarking against industry standards and competitors:

2.8 Role of HR Analytics

The role of HR Analytics in an organization is:

Let us get a detailed understanding of the processes below.

Step 1: Data Collection

Step 2: Monitoring the Data and Comparing it with Past Performance

Step 4: Utilize the Obtained Data to Bring in Remedial Measures

2.10 Main functions of HR Analytics

2-Support decision-making: HR analytics can be used to support decision-making in all areas

5-Make better HR decisions: HR analytics can be used to inform decision-making on a variety

6-Improve employee productivity and engagement: HR analytics can be used to identify

10-Compensation: HR analytics can be used to develop competitive compensation packages, to

11-Performance management: HR analytics can be used to set SMART goals, to track

12-Employee engagement: HR analytics can be used to measure employee engagement, to

HR analytics is a powerful tool that can be used to improve HR management in a variety of

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