HR Analytics Essentials You Always Wanted To Know

Vibrant Publishers

• Publisher: Vibrant Publishers
• Year: 2021
• eBook ISBN: 9781636510354
• Edition: 1
• Topic: Business
• Subtopic: Business General
• Index: Business

Highlights of the book:

• Functions as a supplement to a textbook for undergraduates studying Human Resources Management
• Blends theory with practical guidance, making it easy to begin implementing analytics best practices
• Comes with helpful video tutorials for using Excel to manipulate quantitative data

 

Have you ever wondered if there is a science behind the people decisions made by businesses? If you have ever been curious about this, then HR Analytics Essentials You Always Wanted to Know is the resource guide you need!

 

Read this book if you want to be able to:

• Define what HR Analytics can do for an organization
• Determine the best HR analytics role for you
• Assess the readiness of your organization for undergoing a study using HR analytics
• Apply HR Analytics in various HR disciplines
• Use Excel to efficiently manage data for your HR analytics
• Tell your organization's story - whether you are a seasoned professional or a newcomer

 

Part overview of the field, part handbook, HR Analytics Essentials walks readers through the many benefits of using analytics to make better people decisions. HR Analytics requires more than just strong gut instincts and a talent for talking with people; it requires a good understanding of your organization's human capital. As this guide will show, HR Analytics is both an art and a science that can help your organization make informed decisions that benefit all stakeholders. With case studies and online tutorials, including a step-by-step guide for using Excel to efficiently work with your data, HR Analytics Essentials is the perfect handbook you need.

About the Series

The Self-Learning Management Series is designed to help students, new managers, career switchers and entrepreneurs learn essential management lessons. This series is designed to address every aspect of business from HR to Finance to Marketing to Operations across any and every industry.

 

Quiz 1

What is HR analytics?

1. The use of data collected on or about people within an organization to make better business decisions
2. Something that is too “fuzzy” to define
3. The study of how human resources functions are organized
4. The study of the history of human resources

Analytics is_______

1. All science
2. Mostly art
3. A balance of art and science
4. The greatest thing since sliced bread

Your role in analytics can be determined by assessing what?

1. Organizational capability x personal readiness
2. Personal capability x organizational readiness
3. Personal capability alone
4. Organizational readiness alone

In the roles matrix, the box for amateur is the biggest. Why?

1. It was a typo
2. It takes a long time and a lot of effort to develop your personal skills and prepare the organization for deeper analytics
3. Because more people will fall into the category
4. Because it is geometrically pleasing

When first starting out in HR analytics, you should what?

1. Go as fast as you can – the clock is ticking
2. Make sure you burn a few bridges along the way
3. Give up. It’s not worth the effort
4. Take your time to build your own skills while building up organizational capability – walk before you run

 

 

Solutions to the above questions can be downloaded from the Online Resources section of this book on www.vibrantpublishers.com

 

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Back to Table of Contents

 

 

 

The Rest of this Book

 

This book is meant to be a practical guide to help you better understand how to apply analytics to your day to day life as an HR practitioner. We will walk through many ways in which we can use data and analytics to answer some of the biggest questions that an organization might have about its workforce. The book is structured around several (not all) functional disciplines within the HR function. At the end of each chapter, there is a case study to help you practice the key lessons. Companion videos help to drive home the main points and provide technical guidance on how to perform many of the analyses in Microsoft Excel. I sincerely hope that you enjoy this book and I hope that it helps you along your journey of HR Analytics.

 

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Back to Table of Contents

 

 

 

Recruiting and Staffing

Staffing and Recruiting is one of the HR functions where gut instinct and intuition is most often used. Within the realm of staffing, analytics can help us to find better candidates in a shorter period, maybe. We need to make sure that we are using analytical techniques properly. This chapter will describe some ways that we can use analytics and some of the cautionary tales of doing so. Analytics can be such a powerful tool in the staffing process; however, many organizations do not understand the proper way to utilize them. Key learning objectives for this chapter include knowledge of the following topics: A generic staffing model and process How analytics can apply to the various stages of the staffing process How we can use analytics to inform the job analysis process How to code qualitative data and what to do with it once it is coded When to use and when not to use hiring assessments for the salaried workforce Reliability and validity concepts and why they are important Various staffing metrics Applying the knowledge gained by completing the case study at the end of the chapter It should be stated that this book is not intended to be an exhaustive reference for the staffing process. Should you want to learn about staffing in depth, there are many resources available via a simple internet or library search. We will, however, discuss a generic staffing model and some of the places in that model where analytics can help us to make better and faster decisions.

Generic Staffing Model

When we think about the staffing model, it is helpful to think about it as a funnel with a filter attached. In this analogy, things go into the funnel, some things are filtered out, and the rest go through to the end. In other words, a lot of things go into the process, and many fewer come out on the other side. Using analytics, we can make sure the things that come out the other side are the right things, and that they go through those filters in an expedient manner.

	Discussion Question:
	What are some ways that you think we can use analytics in the recruiting and staffing process?

Solution to the above question can be downloaded from the Online Resources section of this book on www.vibrantpublishers.com

Job Analysis

Before we even get to the first step in our staffing model funnel, we first need to understand the job itself. One way we can do that...

Table of contents

• Introduction
• Chapter Summary
• Quiz 1
• The Rest of this Book
• Recruiting and Staffing
• Metrics
• Case Study: Physical Therapy Recruiting
• Quiz 2
• Total Rewards
• Job Evaluation
• Case Study: Incentive Plan Return On Investment
• Quiz 3
• Training, Succession and Careers
• Competency Modeling
• Case Study: ManuCo Sucession Planning
• Quiz 4
• Nonexempt Workforce
• Why focus here?
• Case Study: ManuCo Hourly Hiring Utility Analysis
• Quiz 5
• Getting Started
• Capability / Readiness Matrix
• Case Study: The Four Roles of HR Analytics
• Quiz 6