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Unit 2 of 4 · MBA Sem 4

Unit 2: HR decision frameworks

HR Analytics notes · PTU syllabus (MBA 966-26)

3 min read7 topics10 exam questions
On this page
  1. Unit summary
  2. Steps to implement HR analytics
  3. HRIS for decision making
  4. People Capability Maturity Model
  5. The LAMP framework
  6. The HCM:21 framework
  7. Talent analytics maturity model
  8. HR and workforce scorecards
  9. Key terms
  10. Quick revision
  11. Important questions

Unit summary

Frameworks guide how organisations implement HR analytics and grow their capability. This unit covers steps to implement HR analytics, HRIS for decision making, the People Capability Maturity Model, the LAMP framework, the HCM:21 framework, the talent analytics maturity model, and HR and workforce scorecards.

After this unit you can

  • Implement HR analytics step by step
  • Use HRIS for decision making
  • Apply the People CMM, LAMP and HCM:21 frameworks
  • Use maturity models and HR and workforce scorecards

PTU syllabus topics

  • 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
ClassificationLAMP framework
LAMP

  • Logic

    Link HR to strategic success

  • Analytics

    Right methods and tools

  • Measures

    Accurate, timely data

  • Process

    Communicate to drive action

1

Topic 1

Steps to implement HR analytics

ProcessImplementing HR analytics
  1. 1

    Define business problem and questions

  2. 2

    Identify data sources and metrics

  3. 3

    Collect, clean and integrate data

  4. 4

    Analyse — descriptive to predictive

  5. 5

    Interpret and build the story

  6. 6

    Recommend and implement actions

  7. 7

    Measure impact and iterate

2

Topic 2

HRIS for decision making

  • HRIS: integrated system storing employee data and HR processes — personal records, payroll, attendance, recruitment, performance, learning, benefits (SAP SuccessFactors, Workday, Oracle HCM, Darwinbox, Keka, Zoho People).
  • Decision support: headcount and cost reports, manpower planning, compliance, self-service analytics, integration with BI tools.
3

Topic 3

People Capability Maturity Model

  • People CMM (Carnegie Mellon SEI): a framework for improving workforce capability through five maturity levels.
HierarchyPeople CMM levels
  1. Optimising

    Continuous capability improvement

  2. Predictable

    Workforce capability measured and managed quantitatively

  3. Defined

    Organisation-wide competency framework and career paths

  4. Managed

    Basic people practices consistent within units

  5. Initial

    Inconsistent, ad hoc practices

  • Indian IT firms such as Infosys and Wipro adopted People CMM to standardise and improve people practices.
4

Topic 4

The LAMP framework

Boudreau and Ramstad's LAMP framework explains what makes HR measurement drive strategic change.

FrameworkLAMP

  • Logic

    Clear cause-and-effect between people and outcomes

  • Analytics

    Appropriate methods and research design

  • Measures

    Accurate, timely, relevant data

  • Process

    Communication and change management so insights are acted upon

5

Topic 5

The HCM:21 framework

  • HCM:21 (Jac Fitz-enz): a model for human capital management in the 21st century with four phases.
ProcessHCM:21
  1. 1Scanning

    External and internal environment

  2. 2Planning

    Workforce planning, critical capabilities

  3. 3Producing

    Integrated HR services — acquire, maintain, develop, retain

  4. 4Predicting

    Leading indicators and predictive analytics for human capital

6

Topic 6

Talent analytics maturity model

ProcessBersin talent analytics maturity
  1. 1Level 1 — operational reporting

    Reactive, data accuracy focus

  2. 2Level 2 — advanced reporting

    Proactive benchmarking and dashboards

  3. 3Level 3 — advanced analytics

    Statistical analysis, root causes, actionable insights

  4. 4Level 4 — predictive analytics

    Scenario planning, risk mitigation, integration with strategy

7

Topic 7

HR and workforce scorecards

  • HR scorecard (Becker, Huselid and Ulrich): measures HR's contribution to strategy — HR deliverables, high-performance work system, HR alignment, HR efficiency.
  • Workforce scorecard (Huselid, Becker and Beatty): focuses on workforce success — workforce mindset and culture, competencies, leadership and workforce behaviours, workforce success (outcomes).
  • Balanced scorecard link: people metrics populate the learning-and-growth perspective.

Key terms

HRIS
Human resource information system
People CMM
Five-level model of workforce capability maturity
LAMP
Logic, analytics, measures, process framework
HCM:21
Scan, plan, produce, predict model of human capital management
Workforce scorecard
Scorecard focused on workforce success factors

Quick revision

  • Implementation steps.
  • HRIS functions and vendors.
  • People CMM five levels; LAMP; HCM:21.
  • Bersin's four levels of talent analytics.
  • HR scorecard vs workforce scorecard.

Important exam questions

Practice questions written to the PTU exam pattern for this unit's syllabus: short answers (Section A style) and long answers (Sections B and C style).

Short-answer questions

  1. Q1.List the steps to implement HR analytics.
  2. Q2.What is an HRIS?
  3. Q3.Name the levels of the People CMM.
  4. Q4.Expand LAMP.
  5. Q5.State the four phases of HCM:21.
  6. Q6.Distinguish the HR scorecard and the workforce scorecard.

Long-answer questions

  1. Q1.Explain the steps in implementing HR analytics and the role of HRIS.
  2. Q2.Explain the People Capability Maturity Model.
  3. Q3.Explain the LAMP and HCM:21 frameworks.
  4. Q4.Explain the talent analytics maturity model and HR and workforce scorecards.

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