BN4001 Human Resource Analytics Syllabus:
BN4001 Human Resource Analytics Syllabus – Anna University PG Syllabus Regulation 2021
OBJECTIVES:
➢ To develop the ability of the learners to define and implement HR metrics that arealigned with the overall business strategy.
➢ To know the different types of HR metrics and understand their respective impact and application.
➢ To understand the impact and use of HR metrics and their connection with HR analytics.
➢ To understand the common workforce issues and resolving them using people analytics.
UNIT – I INTRODUCTION TO HR ANALYTICS
HR analytics – People Analytics : Definition- context – stages of maturity – Human Capital in the Value Chain : impact on business. HR Analytics vs HR Metrics – HR metrics and KPIs.
UNIT – II HR ANLYTICS I: RECRUITMENT
Recruitment Metrics : Fill-up ratio – Time to hire – Cost per hire – Early turnover – Employee referral hires – Agency hires – Lateral hires – Fulfillment ratio- Quality of hire- Recruitment to HR cost – Recruitment analysis.
UNIT – III HR ANALYTICS – TRAINING AND DEVELOPMENT
Training & Development Metrics : Percentage of employee trained- Internally and externally trained – Training hours and cost per employee – ROI – Optimising the ROI of HR Programs -Training and Development analysis.
UNIT – IV HR ANALYTICS EMPLOYEE ENGAGEMENT AND CAREERPROGRESSION
Employee Engagement Metrics :Talent Retention – Retention index – Voluntary and involuntary turnover- Turnover by department , grades, performance, and service tenure – Internal hired index – Engagement Survey Analysis.
Career Progression Metrics : Promotion index – Rotation index – Career path index – Level wise succession readiness index.
UNIT – V HR ANALYTICS IN WORKFORCE DIVERSITY AND DEVELOPMENT
Workforce Diversity and Development Metrics : Employees per manager – Workforce age profiling – Workforce service profiling – Churnover index – Workforce diversity index – Gender mix – Differently abled index- Revenue per employee – Operating cost per employee – PBT per employee – HR cost per employee- HR budget variance – Compensation to HR cost.
TOTAL: 45 PERIODS
COURSE OUTCOMES:
➢ The learners will be conversant about HR metrics and ready to apply at work settings.
➢ The learners will be able to resolve HR issues using people analytics.
REFERENCES:
1. JacFitzenz , The New HR Analytics, AMACOM , 2010.
2. Edwards M. R., & Edwards K, Predictive HR Analytics: Mastering the HR Metric. London: Kogan Page.2016.
3. Human Resources kit for Dummies – 3 rd edition – Max Messmer, 2003
4. Dipak Kumar Bhattacharyya, HR Analytics ,Understanding Theories and Applications, SAGE Publications India ,2017.
5. Sesil, J. C. , Applying advanced analytics to HR management decisions: Methods for selection, developing incentives, and improving collaboration. Upper Saddle River, New Jersey: Pearson Education,2014.
6. Pease, G., & Beresford, B, Developing Human Capital: Using Analytics to Plan and Optimize Your Learning and Development Investments. Wiley ,2014.
7. Phillips, J., & Phillips, P.P, Making Human Capital Analytics Work: Measuring the ROI of Human Capital Processes and OUTCOME. McGraw-Hill,2014. HR Scorecard and Metrices, HBR, 2001.