Unit I HRA-8

Noida Institute of Engineering and Technology, Greater Noida
Introduction to HR Analytics
Unit: 1
HR Analytics (AMBA HR0311)

Meenu Chaudhary
Assistant Professor
MBA 2nd Year (3rd Semester) Department of MBA
Meenu Chaudhary (AMBAHR0311) Unit 1 1

05/12/2024
Index/Content
S. No. Index
1. Name of Subject with code, Course and Subject
Teacher
2.
Brief Introduction of Faculty member with Photograph
3. Evaluation Scheme
4. Syllabus
5. Branch wise Application
6. Course Objective(s)
7. Course Outcome(s)
8. Program Outcomes (POs)
9. COs and POs Mapping
Meenu Chaudhary AMBAHR0311 Unit 1
05/12/2024 2
Index/Content
S. No. Index
10. Program Specific Outcomes (PSOs)
11. Cos and PSOs Mapping
12. Program Educational Objectives (PEOs)
13. Result Analysis
14. End Semester Question paper Templates
15. Prequisite/Recap
16. Brief Indtroduction about the Subject with Videos
17. Unit Contents
18. Unit Objectives
19. Topic Objectives/Topic Outcome
05/12/2024 3
Index/Content
S. No. Index
20. Lecture related to topic
21. Daily Quiz
22. Weekly Assignment
23. Topic Links
24. MCQs
25. Glossary Questions
26. Old question papers
27. Expected Questions
28. Recap of unit
05/12/2024 4
Faculty Profile
Faculty Name: Meenu Chaudhary

Designation: Assistant Professor
Department: MBA
Email ID: meenu@niet.co.in
Qualification: PhD(Pursuing), UGC-NET, MBA
Specialisation: Human Resource
Research Area: Human Resource Analytics
Teaching Area: HR
Total Experience: 6 years
05/12/2024 Meenu Chaudhary AMBAHR0311 Unit 1 5

Evaluation scheme
05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 6

Syllabus

Branch wise Applications
• HR professional
• Managers
• Leader
• Entrepreneur

Course Objective
Understand the concept of HR Analytics, analytic value chain,

organizational system
Equip students with knowledge of various HR Analytics Framework

HR benchmarks and metrics relevant to organizational goals
Knowledge about the practices using HR analytics to support data-

driven decision making
Understand and apply the concept of HR metrics analysis which

includes the recruitment & selection analysis, diversity analysis,
performance analysis
Understand the concept of HR Scorecard, interventions & formulation
of evidence-based practices

Course Outcome (CO)
Course
Course Outcome
Outcome No
Understand the concepts & fundamental of HR
CO1 Understand (K2)
analytics, value chain & organizational system
Apply relevant HR Analytics framework for problem

CO2 Apply (K3)
solving
Analyzing different techniques of data driven and HR

CO3 Analyze (K4)
metrics
Apply various analysis techniques and should use for

CO4 Apply (K3)
decision making
Analyze the HR Scorecard, monitoring the impact of

CO5 interventions & evaluate the mediation process, Analyze (K4)
moderations and interaction analysis.
05/12/2024 Meenu Chaudhary 10

Programme Outcomes (POs)
PO1: Knowledge of Management theories and

practices
PO2: Analytical & Critical thinking abilities
PO3: Value based leadership
PO4: Understand, analyze and communicate all

aspects of business
PO5: Achievement of Organizational goals
05/12/2024 Faculty Name : Subject 11

Code Unit Number
CO-PO Mapping
PO PO1 PO2 PO3 PO4 PO5

CO
CO1 3 2 1 1 1
CO2 3 2 1 1 2
CO3 2 3 2 3 1
CO4 2 3 2 1 1
CO5 2 3 2 3 3
Average 2.4 2.6 1.6 1.8 1.6

*3: High 2: Medium 1: Low
Meenu Chaudhary (AMBAHR0311) Unit 1
05/12/2024 12
Program Educational Objective
PEOs
Graduates of the Management program will have conceptual
knowledge, to adapt to the rapidly changing environment, learn
PEO 1
new skills and demonstrate application of management principles
in a professional work setting.
Graduates will apply appropriate tools for decision making
PEO 2 required for solving complex managerial problems in the local or
global context.
Graduates of the Management program will exhibit integrity,
PEO 3
social responsibility and teamwork.
Graduates will exhibit ethics, communication skills, leadership
PEO 4 qualities and entrepreneurial mindset using creativity and
innovation.

Result Analysis
Subject Total
Name & No.
Code Of Pass % Number Number Number
Stud Number of of of
ents of students students students Average
students securing securing securing Backlog Marks
securing 65>75 75>90 90 &
40>65 (%) (%) (%) Above
(%)
HR 42 100 7 9 21 5 0 116.4
Analytics
(AMBA031
1)
End Semester Question Paper Template
05/12/2024 Imran Ali AMBA0208 and O&SCM Unit Number:1 15



Pre-requisites
• Understanding of Human Resource Management and related principles
• Willingness to learn new concept and advancements in HRM

Brief Introduction about the Subject with videos
Background: With advances in technology and cloud
computing, there are now numerous data sources available
to guide decision-making and drive organizational success.
Harvesting the right kind of data requires that HR teams

possess strong analytical skills; high-performing HR teams
know that their function is to leverage data as a “decision
science” by identifying metrics and data sources that deliver
organizational insights.
Application: In order to do so, HR must ensure that metrics

and measures are used effectively to achieve strategic goals.
This course focuses on identifying effective data sources,
developing meaningful metrics, designing long-term
measures, and applying results in support of organizational
strategy and tactics.

Brief Introduction about the Subject with videos
https://www.youtube.com/watch?v=wcs-wlkTJlc
https://www.youtube.com/watch?v=IgBmB7qV55I
https://www.youtube.com/watch?v=BdKZVaiVNhI&t=31s
https://www.youtube.com/watch?v=PuLdd8SALT0

Unit content
• Introduction to HR Analytics
• Defining HR Analytics
• Basic of HR Analytics
• Role & Capability of Analytics
• Evolution of HR Analytics
• Typical Application of HR Analytics
• Analytic Value Chain
• HR Analytics: The wave for HR value creation
• Valuing HR Analytics in the Organizational System
• Understanding the Organizational System
• Locating the HR Challenges in the System

(Unit –1) Topic 1
HR Analytics Meenu Chaudhary

Assistant Professor
Department of MBA
Topic 1 Objectives
• To understand the meaning of HR analytics
• To understand the relevance of HR analytics
1/12/2022 23
The Changing Nature of HR
The well-worn phrases about ‘People are our greatest assets’ and
about ‘HR being the ultimate competitive advantage’, can be true
when the HR function focuses on solving business problems as
opposed to people problems.
If HR wants to be heard, it needs to be able to put HR arguments in

business language, meaning, using data that link HR decisions to
business outcomes.

Definition of HR Analytics
 As per Heuvel & Bondarouk 2016, HR analytics is defined as the

systematic identification and quantification of the people drivers
of business outcomes.
Human Resource analytics (HR Analytics) is defined as the area in

the field of analytics that deals with people analysis and applying
analytical process to the human capital within the organization to
improve employee performance and improving employee retention.

Related Terminologies
 HR data analytics,
 predictive analysis,
 human resource analytics,
 workforce analytics,
 long-term data collection,
 talent analytics, and
 employee data analytics.
*Whereas people analytics is concerning human functions but HR

analytics is people plus systems in place.

HR Analytics, People Analytics, and Workforce
Analytics: What is the Difference?
Source: https://www.toolbox.com/hr/hr-analytics/articles/what-is-hr-analytics/

Framework
URL : https://youtu.be/aD4Cce6Ps0o
Basic of HR Analytics
They can help answer questions like:
• What patterns can be revealed in employee turnover?

• How long does it take to hire employees?
• What amount of investment is needed to get employees up to a
fully productive speed?
• Which of our employees are most likely to leave within the year?
• Are learning and development initiatives having an impact
on employee performance?
Having data-backed evidence means that organizations can focus on

making the necessary improvements and plan for future
initiatives.

Why HR Analytics?
W
Source: https://www.quantzig.com/blog/10-ways-hr-analytics-can-benefit-
05/12/2024 organization/Meenu Chaudhary (AMBAHR0311) Unit 1 30
Improving • Improving recruitment and talent acquisition: HR analytics can help organizations identify the most
effective recruiting channels, reduce the time to hire, and make better hiring decisions.
Managing • Managing employee performance and productivity: HR analytics can help organizations track employee
performance, identify areas for improvement, and develop targeted training and development programs.
Helping • Helping build equitable compensation and benefits packages: HR analytics can help organizations ensure
that employees are compensated fairly and that their benefits packages are meeting their needs.
Enabling • Enabling effective workforce planning: HR analytics can help organizations forecast future staffing needs,
identify skills gaps, and develop succession plans.
Reducing • Reducing attrition rate: HR analytics can help organizations identify the causes of employee turnover and
develop strategies to reduce it.
Improving • Improving employee engagement: HR analytics can help organizations understand the factors that
contribute to employee engagement and develop programs to improve it.
Identifying • Identifying inefficiencies: HR analytics can help organizations identify inefficiencies in their HR processes
and make improvements.
Saving • Saving money: HR analytics can help organizations save money on recruiting, training, and development,
and other HR costs.
Supporting • Supporting internal mobility: HR analytics can help organizations identify and develop employees who are
ready for new opportunities within the company.
Preventing • Preventing workplace misconduct: HR analytics can help organizations identify patterns of workplace
misconduct and develop preventive measures.
05/12/2024 Dr.Resham M Unit 1 31

Why HR Analytics?

Why HR Analytics?

Recap
• In this session, we studied the basics of HR Analytics and

importance of it in business.
• We also understood the framework of the HR Analytics.

Daily Quiz
• Define HR analytics.
• Explain the framework of data-driven decision making in the
organisation.
• Write the related terminologies of HR analytics.
• State the difference between people analytics and HR analytics.
• In what ways, HR analytics can benefit the organisation?
• Define workforce analytics.

(Unit –1) Topic 2
Role and capabilities of HR Analytics Meenu Chaudhary

Assistant Professor
Department of MBA
Topic 2 Objectives
• To understand the importance of HR Analytics
• To understand the role and capabilities of analytics
1/12/2022 37
Statistical data on HR analytics
In just five years, the number of HR professionals with data analytics

skills has grown by 242% (LinkedIn 2020 Global Talent Trends).
Impressive as it is, this number is hardly surprising given the business

impact potential of People Analytics. Not when
70% of company executives consider people analytics as a top priority.
With the majority of large organizations having People Analytics teams,

it’s incredibly useful for you to have 90+ essential People Analytics
resources at your fingertips to boost the effectiveness of your initiatives.

The essence of HR analytics & How it impacts
business performance
• Human capital assets contribute to the success of four principal

outcomes:
– (a) generating revenue,
– (b) minimizing expenses,
– (c) mitigating risks, and
– (d) executing strategic plans.

Role & Capability of Analytics
• How Does HR Analytics Drive Business Value?

– To improve employee performance, the employee
experience, and in turn, maximize business outcomes
– To measure investments in reskilling, which will deliver
the right competencies to support a new revenue model

Components for successful data and analytics
capability
1. Roadmap and operating model
2. Platform and data architecture
3. Data security

capability
4. Data governance and standards
5. Software and tooling
6. Legacy migration
7. Data acquisition

capability
8. Skills and roles
9. Business intelligence and reporting
10. Insights and analysis
11. Real-time analytics
12. Advanced analytics

Role & Capability of Analytics
How can HR Analytics be used by

organizations?
Develop strategies
to improve the work Collect and analyze
environment and past data
engagement levels.
Create a predictive Collect data on

model employee behavior,
Correlate both types

of data to understand
the factors that lead
to turnover.

Recap
• In this session, we studied the role of HR analytics in operations

of business.
• We also studied the components of analytics .

Daily Quiz
• Draw and explain the flow of HR analytics in the organisation.

• Explain the role of HR analytics in driving business.
• Elucidate the role of data security in successful implementation of
HR analytics in organisation.
• Explain the application of HR analytics in various functions of
HR.

(Unit –1) Topic 3
Evolution of HR Anlaytics Meenu Chaudhary

Assistant Professor
Department of MBA
Topic 3 Objectives
• To investigate the evolution of HR analytics
1/12/2022 48
Evolution of HRM

Evolution of HR Analytics
Early
adopters
2000 Google
Emergence of HR launched
accounting. Research Project Oxygen
1990 on metric model by
Billy Berne. This led to
in 2009.
IBM acquired
Predictive and breakthrough metric- Kenexa in 2012.
assessment models based selection model
became a subject development
of study. Concept “Moneyball” in 2003.
of benchmarking
that provides
1978 strategic business
insights.
Proposed the idea
Benchmarking lost
of measuring the
its recognition by
impact of HR
early 2000.
activities with Source:
collected data on HR Analytics, Evolution of HR Analytic
05/12/2024 the bottom line ofMeenu Chaudhary (AMBAHR0311) s (theintactone.com)
Unit 1 50
the business.
Metrics, Analytics and Insights

Impact on Business

Impact on Business
Source: https://www.orgvue.com/?offsite-news=hr-analytics-three-myths-holding-hr-back
Recap
• We understood the evolution of HRM.
• We also studied the transition of HR Analytics.

Daily Quiz
• Highlight the phases of HR analytics evolution.

• Explain ‘Project Oxygen’.
• Describe metric-based selection model development
“Moneyball”.
• Differentiate between metrics and analytics.

(Unit –1) Topic 4
Employee life cycle Meenu Chaudhary

Assistant Professor
Department of MBA
Topic 4 Objectives
• To understand employee life cycle and its implication

on analytics.
1/12/2022 57
Employee life cycle
Dr. Resham M
AMBAHR0311
Employee
Life Cycle
Unit I
05/12/2024 58
Employee life cycle
Sourcing channel effectiveness
*Data of social media platforms
Meenu Chaudhary (AMBAHR0311) Unit 1

05/12/2024 59
Impact of hiring a better employee

Technology and sources of hiring
Dr. Resham M
Source of
AMBAHR0311
hire
Unit I
Meenu Chaudhary (AMBAHR0311) Unit 1 05/12/2024 61

Recap
• In this session, we have understood the Employee Life cycle.

Dr. Resham M
Source of
AMBAHR0311
hire
Unit I

Daily Quiz
• Define employee life cycle.

• Graphically explain the impact of hiring right person in the
Dr. Resham M
organisation.
• Explain impact of hiring a wrong person in the organisation in
context to the ROI.
Source of
• Elucidate the role of technology in hiring process.
AMBAHR0311
hire • Elaborate the tech-enabled sources of hiring.

Unit I

(Unit –1) Topic 5
Analytic Value Chain Meenu Chaudhary

Assistant Professor
Department of MBA
Topic 5 Objectives
• To understand analytic value chain.
• Role of analytics in business transformation.
• To discuss cases of analytics in business
1/12/2022 65
Analytic Value Chain
Source: https://renewhr.com/big-data-hr-analytics/
HR Analytic Value Chain

Key Deliverables

HR Analytics: The wave for HR value creation

Categories of Analytics

HR Analytics and Transformation

HR Analytics and Transformation

Practical Application of HR Analytics
• Employee Retention
– (i) Churn Rates

– (ii) Per Department Attrition Rates
– (iii) Onboarding Experience
– (iv) Employee Interview Data
– (v) Employee Performance Data
• Employee Performance

Practical Application of HR Analytics
• Employee recruitment
– (i) Identify the average number of the applicant after

analyzing the applicant pool
– (ii) Number of interview rounds
– (iii) Offer acceptance statistics
• Employee Development
• Employee Engagement
• Developing Compensation Programs

Recruitment
Identify
Avoid habitual
candidates with
bias
attributes
Provide metrics
Gain deep insight on how long it
into candidates. takes to hire for
specific roles
Enable fast, HR Provide historical

automated
collection of Analytics data on over-
hiring and under-
candidate data
can hiring.

HR
HR Analytic
Analytic ValueValue
Chain Chain: Advanced
(Advanced)

HR Analytics: The wave for HR value creation

Analytic Value Chain and users
Source: http://agilityexchange.com/data-value-chains/

A few examples of HR Analytics
• Case Study 1: Key Drivers of Retail Sales Performance
• Case Study 2:
Reducing Workplace Accidents Using People Analytics
• Case Study 3: How we Determined Optimal Staffing Levels
Laszlo Bock’s book ‘Work Rules’. Laszlo Bock was the senior VP of People Operations at Google.
https://www.aihr.com/blog/what-is-hr-analytics/

Recap
• In this session, we have understood the HR analytics value chain.
• We have studied the practical implications of HR analytics.

Daily Quiz
• Define HR analytics value chain.

• Explain the components of analytic value chain.
• Identify the practical implications of HR analytics.
• Explain HR value chain with respect to HR process, outcomes
and activities.
• Identify the key challenges in HR analytics.

Weekly Assignment
• Assignment 1: Prepare a report on challenges of HR analytics in

context to Indian Market.
• Assignment 2: Prepare an assignment on comparison of current

implementation of analytics among any four sectors.

Topic Links
• https://www.youtube.com/watch?v=es0K_Ahvm6c
• HR Analytics and How to Get Started – YouTube
• https://www.youtube.com/watch?v=BdKZVaiVNhI

MCQ
1. ______________is an all-encompassing term referring

specifically to employees of an organization.
a. Workforce analytics
b. People Analytics
c. Human Resource Analytics
d. None of these
Answer: a
2. Project Oxygen was launched by:

a. IBM
b. Google
c. Kenexa
d. Microsoft
Answer: b
MCQ
3. Which type of analytics gain insight from historical data with

reporting, scorecards, clustering, etc.?
a. Decisive
b. Descriptive
c. Predictive
d. Prescriptive
Answer: b
4. Employee churn analytics takes into consideration _______

termination of employees.
e. Voluntary
f. Involuntary
g. Both voluntary and involuntary
h. None of these
MCQ
5. _______ deals with category/specific types of employees who are

at high flight risk.
A. Competency Acquisition Analytics
B. Retention risk analytics
C. Capability analytics
D. Capacity analytics
Answer: B
6. The key to effective competency acquisition analytics is focusing

on a small set of core competencies.
E. True
F. False
Answer: a

Glossary question
Descriptive Predictive Diagnostic Prescriptive
1. _______ analytics used to measure what has been done in

the past.
2. —analytics used to measure past results.
3. —analytics used to predict future performance.
4. —analytics used to make decisions about taking action.

Old Question Papers
Not available

Expected Questions
1. Identify the practical implications of HR analytics.

2. Explain HR value chain with respect to HR process,
outcomes and activities.
3. Identify the key challenges in HR analytics.
4. Graphically explain the impact of hiring right person in the
organisation.
5. Explain impact of hiring a wrong person in the
organisation in context to the ROI.
6. Elucidate the role of technology in hiring process.
7. Elaborate the tech-enabled sources of hiring.

Recap of Unit
• Human Resource analytics (HR Analytics) is defined as the area in

the field of analytics that deals with people analysis and applying
analytical process to the human capital within the organization to
improve employee performance and improving employee
retention.
• Workforce analytics, people analytics and HR analytics have

different meanings.
• HR has transitioned from mere reporting to prescriptive analytics

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Noida Institute of Engineering and Technology, Greater Noida

HR Analytics (AMBA HR0311)

Meenu Chaudhary (AMBAHR0311) Unit 1 1

Meenu Chaudhary AMBAHR0311 Unit 1

Meenu Chaudhary AMBAHR0311 Unit 1

Meenu Chaudhary AMBAHR0311 Unit 1

Faculty Name: Meenu Chaudhary

05/12/2024 Meenu Chaudhary AMBAHR0311 Unit 1 5

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 6

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 7

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 8

Understand the concept of HR Analytics, analytic value chain,

Equip students with knowledge of various HR Analytics Framework

Knowledge about the practices using HR analytics to support data-

Understand and apply the concept of HR metrics analysis which

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 9

Apply relevant HR Analytics framework for problem

Analyzing different techniques of data driven and HR

Apply various analysis techniques and should use for

Analyze the HR Scorecard, monitoring the impact of

05/12/2024 Meenu Chaudhary 10

PO1: Knowledge of Management theories and

PO2: Analytical & Critical thinking abilities

PO3: Value based leadership

PO4: Understand, analyze and communicate all

PO5: Achievement of Organizational goals

05/12/2024 Faculty Name : Subject 11

PO PO1 PO2 PO3 PO4 PO5

Average 2.4 2.6 1.6 1.8 1.6

Meenu Chaudhary (AMBAHR0311) Unit 1

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 13

05/12/2024 Imran Ali AMBA0208 and O&SCM Unit Number:1 15

05/12/2024 Imran Ali AMBA0208 and O&SCM Unit Number:1 16

05/12/2024 Imran Ali AMBA0208 and O&SCM Unit Number:1 17

• Understanding of Human Resource Management and related principles

• Willingness to learn new concept and advancements in HRM

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 18

Harvesting the right kind of data requires that HR teams

Application: In order to do so, HR must ensure that metrics

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 19

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 20

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 21

(Unit –1) Topic 1

HR Analytics Meenu Chaudhary

• To understand the meaning of HR analytics

• To understand the relevance of HR analytics

If HR wants to be heard, it needs to be able to put HR arguments in

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 24

 As per Heuvel & Bondarouk 2016, HR analytics is defined as the

Human Resource analytics (HR Analytics) is defined as the area in

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 25

*Whereas people analytics is concerning human functions but HR

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 26

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 27

They can help answer questions like:

• What patterns can be revealed in employee turnover?

Having data-backed evidence means that organizations can focus on

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 29

05/12/2024 Dr.Resham M Unit 1 31

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 32

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 33

• In this session, we studied the basics of HR Analytics and

• We also understood the framework of the HR Analytics.

05/12/2024 Meenu Chaudhary (AMBAHR0311) Unit 1 34