Scribd
Upload
64 views

Chapter 02 HR Analytics and Data

Uploaded by

Saifur Rahman Joy
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
64 views

Chapter 02 HR Analytics and Data

Uploaded by

Saifur Rahman Joy
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 16

CHAPTER 06: HR ANALYTICS AND DATA

SOURCE
H R A N A LY T I C S : U N D E R S T A N D I N G T H E O R I E S A N D
A P P L I C AT I O N S
D I PA K K U M A R B H AT TA C H A RY YA

S AY E D A Z H A R U L I S L A M
LECTURER
HRM DISCIPLINE, KHULNA UNIVERSITY
Data and HR Data

Data is a collection of facts, such as numbers, words,


measurements, observations or even just descriptions
of things.

So, HR data is collection of facts, such as numbers,


words, measurements, observations or even just
descriptions of people or HR.
DIKW Model

Data
Information
Knowledge
Wisdom
Criteria in Ensuring Collection of Quality HR Data

1. Degree of Validity (the degree to which data represents the


real scenario).

2. Degree of Reliability (the degree to which data are


consistent)

3. Degree of Variation (how data is dispersed, or spread out.)

4. Data Usefulness (relevancy of data)

5. Data Defensibility (supporting documents as evidence)


Things to be Considered in HR Data Collection

1. Respecting boundaries of employees’


privacy - (Ethical HRM)
2. Ensuring employees’ anonymity (Ethical
HRM)
3. Supported by hypothesis
4. Data Source
5. Data Context
6. Data Quality (VRVUD)
Steps in HR Decision Making

Step 01: Identification of issues and opportunities

Step 02: Fixing priorities of identified issues and opportunities

Step 03: Planning for data collection approach and methods

Step 04: Collection of data

Step 05: Data analysis and interpretation

Step 06: Framing HR decision


HR Big Data

Big Data is a term that describes the large


volume of data – both structured and
unstructured.
HR Big Data refers gathering of large
volume of HR and business data from
multiple sources.
Transformation of HR Data

HR Data: HR data is collection of facts, such as


numbers, words, measurements, observations or even
just descriptions of people or HR.

HR Information: Meaningful guidance


obtained through analysis of HR data.

HR Report: A formal approach of showing


HR information based on which business-
focused decision can be taken.
Sources of HR Data

Employees’ Data from HRMS or HRIS


Employee Survey Data
Transactional or Process Data
Business Performance Data
Financial Data
Customers’ Data
External Bodies (Govt., BBS, WB, BB, ILO
etc.)
External Survey Data
Types of HR Reports

Employee
s’
Report

Innovatio Payroll
n Report Report

HR
Reports
Dashboar Leave
ds Report

Trainin Performan
g ce
Report Report
RCA

Root Cause: Underlying cause of a problem.


RCA: An approach used to identify the root
cause.

HR analysts use RCA to identify the business


problems and take decision to solve that.
Steps in RCA

Identify the Identify


final level
thecauses
“Root Cause”.

UnderstandIdentify
the problem
the List
syndromes
out the initial level causes
Data Visualization

Data Visualization refers to pictorial and


graphical presentation of data to quickly
understand data patterns, trends, and
correlations.
Visualizing HR Data (Sessional)

Head Counts in HR Department (Year-wise)


Employees by functions
Average PAS
HRMD Students Analytics
Power of Imagination

Thank You

You might also like