DATA Analysis Fundamentals for Human Resource Management

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1. HR Analytics Some starting thoughts……

2. Top Managerial Issues….

3. Arguments In 1954 Peter Drucker wrote, “Some wit once said maliciously that (personnel management comprises) all those things that do not deal with the work of people and that are not management.” Since then HR function has been struggling to be accepted as a part of management An article by J. Barney, in Journal of Management in 1991, for the first time articulated clearly on the resources that an organisation has and their link to competitive advantage RBV theory by E. T. Penrose is regarded as the key is bridging the link between HRM and Business Startegy

4. RBV Theory Organisation has tangible and intangible resources Tangible resources are land, machinery or money Intangible resources are goodwill, patents or human capital pool Resources can be source of competitive advantage only if they satisfy the four criteria: VRIO framework Valuable Rare Inimitable and Organized Human resource fits in this criteria and hence can paly a major role in sustainable competitive advantage for the firm

5. So the importance….. All these arguments make one understand that human capital plays a critical role in achieving business results Ever since the organised way doing business started, managers are concerned with the cliché question: How to find the right person for the right job at the right time and cost

6. Case of Moneyball

7. What is HR analytics?

8. HR Analytics Continuum……

9. HR Analytics Value Chain….

10. Cascio and Boudreau in 2011 showed that HR faced “Big Wall” in moving beyond benchmarks and scorecards to demonstrate evidence based HR’s impact on revenue and profitability. The vertical column is the wall sometimes called the China Wall for HR, which HR has been attempting to cross to demonstrate its strategic impact in terms of causation and organization effectiveness.

11. The figure shows an overview of business challenges and HR analytics linkage

12. Phases of development of HR Analytics

13. Descriptive vs Predictive HR decisions

14. Case Study….