HR Analytics Notes
Subject Overview
The sixth Business Analytics group elective, covering the significance and evolution of HR analytics, HR decision-making frameworks (LAMP, HCM21, scorecards), analytics across HR functions and dashboards, and data quality and ethical issues in HR analytics. A 4-credit elective theory paper.
Subject at a glance
4
Units
26
Topics
4
Credits
4
Infographics
Unit-wise Syllabus
4 units — open any unit for detailed topic-wise notes, diagrams and important exam questions
- Introduction and evolution of HR analytics
- the data-driven HR culture
- descriptive/predictive/prescriptive analytics types
- aligning HR to business through analytics
- Prescriptive
What should we do?
- Predictive
Who is likely to leave?
- Descriptive
What happened?
- Operational reporting
Headcount, attrition
Study guide
This unit covers the evolution of HR analytics, a data-driven HR culture, the types of analytics and aligning HR with the business. Identify one HR question that data could answer.
- Steps to implement HR analytics
- HRIS for decision making
- People Capability Maturity Model
- LAMP framework
- HCM21 framework
- talent analytics maturity model
- HR and workforce scorecards
Logic
Link HR to strategic success
Analytics
Right methods and tools
Measures
Accurate, timely data
Process
Communicate to drive action
Study guide
You study the steps to implement HR analytics, HRIS, the People CMM, LAMP and HCM21 frameworks, the talent analytics maturity model and HR and workforce scorecards. Compare the frameworks.
- Manpower planning
- recruitment and staffing analytics
- training and development analytics
- performance management analytics
- absenteeism and turnover analytics
- employee engagement metrics
- DEI metrics
- HR cost-benefit metrics
- HR dashboards and KPIs
Attrition rate
Separations / average headcount × 100
Absenteeism rate
Days absent / available working days × 100
Cost per hire
Total hiring cost / number of hires
Time to fill
Days from job opening to offer acceptance
Training ROI
(Benefit − cost) / cost × 100
Study guide
You study analytics for manpower planning, recruitment, training, performance, absenteeism, turnover, engagement, DEI and HR cost-benefit. Calculate attrition and cost per hire from sample data.
- HR data quality and collection
- big data for HR
- data transformation and visualization
- ethical issues in HR analytics
- AI and HR
- driving insights from HR analytics
Consent and transparency
Privacy and data security
Avoiding bias in algorithms
Human review of AI decisions
Use data to help, not punish
Study guide
You study HR data quality, big data, visualisation, ethics, AI and driving insight. Consider fairness and privacy in HR data use.
Why HR Analytics Matters
HR analytics is a fast-growing specialisation that connects people data to business outcomes and is in demand in large organisations.
How to Prepare for HR Analytics
- Analyse a sample HR data set in Excel or Power BI.
- Learn key HR metrics and formulas.
- Study ethical issues of people analytics.
HR Analytics: Frequently Asked Questions
What is employee attrition rate?
Attrition rate is the percentage of employees who leave an organisation over a period.