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HR Decision Making and HR Analytics PDF

HR Decision making and HR Analytics focuses on using evidence-based decisions and analytics to attract and retain talent. Organizations are shifting to real-life data and evidence-based management practices. With business analytics and big data, predictive decision-making allows managers to assess outcomes and calibrate decisions to minimize adverse effects. HR decisions are complex due to organizational systems, regulations, and stakeholders. Effective HR decision making motivates employees, utilizes resources efficiently, facilitates innovation, and increases efficiency. HR analytics can connect HR processes to financial results by using tools like regression analysis to track recruitment, retention, performance, training, and compensation and benefits.

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213 views

HR Decision Making and HR Analytics PDF

HR Decision making and HR Analytics focuses on using evidence-based decisions and analytics to attract and retain talent. Organizations are shifting to real-life data and evidence-based management practices. With business analytics and big data, predictive decision-making allows managers to assess outcomes and calibrate decisions to minimize adverse effects. HR decisions are complex due to organizational systems, regulations, and stakeholders. Effective HR decision making motivates employees, utilizes resources efficiently, facilitates innovation, and increases efficiency. HR analytics can connect HR processes to financial results by using tools like regression analysis to track recruitment, retention, performance, training, and compensation and benefits.

Uploaded by

F13 NIEC
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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HR Decision making

and HR Analytics
By Dr Teena
Analytics-
based HR
Organizations
In Human decisions,
are shifting
Resource being
their focus to
we attract evidence-
real-life data
and retain based are
nd evidence-
talent to more value
based
sustain in adding,
management
competition. futuristic
practices.
Introduction and
sustainable.

• BUSINESS ANALYTICS (BA), is scientific data manipulation for better


business decisions.

• With Big-data enabled BA, Predictive decision-making process being


more and more holistic and being able to assess the decisional outcomes
in the very beginning, helps the managers in calibrating their decisions,
so adverse effects can be minimised and the overall decision can benefit
the organization.
BI and Analytics (From Decision Support systems to Artificial Intelligence to Analytics)
 HR decisions are different from non-hr decisions in
organizations both in terms of scope and complexities.
 Cases of organizational failures are always attributed to wrong
HR decisions.

Example: Decision of Talent recruitment and Selection.

HR DECISION A successive hurdle in the process is that we observe that selected talent
become unproductive, unfit for team work, unable to integrate culture and so
MAKING on (Person-Job misfit leading to increased cost of talent replacement)
Integration
of critical
thoughts and
information.

Better
Motivates utilization of
employees. the available
resources.

Effective HR
Decision
Making Utilization
of
Increases
professional
efficiency.
skills and
competence.

Effective
decisions
facilitates
innovation.
HR Managers largely feel constrained in their decision-making process for couple of reasons:
• Organizational systems
• Regulatory influences
• Social influences and
• Stakeholder’s response.
HR decisions often neglect the stakeholder’s resulting in decline in performance and
brand value.

Shareholder Activism Through Say-on-Pay


Contd… Say on Pay may be a non-binding, advisory vote, but failure reflects shareholder
dissatisfaction with executive pay or company performance Say on Pay may be a
non-binding, advisory vote, but failure reflects shareholder dissatisfaction with
executive pay or company performance or executive compensation package.
 Task: Identify an Indian Organization using HR Analytics for HR decision-making. List
some benefits derived by the organization.
Connecting HR processes with (not just) the financial
results of the organisation.
Tools and
Metrices
Involved
Analysis and
Monitoring
Analysis and
Monitoring

Predictive Analytics (Tools: SPSS, R )


 Analysis and Monitoring • Factor Analysis
• Regression-linear or non-linear
regression
What is
generally
measured/
tracked

these
days?
Recruitment

Organizational
Retention
effectiveness
What should or
could be Performance
Workforce and career
measured? management

Compensation
Training
and benefits
RECRUITMENT
RETENTION
PERFORMANCE AND CAREER MANAGEMNT
Compensation and Benefits
THANK YOU

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