Module Details
Module Code: |
ANAL |
Module Title:
|
People Analytics
|
Title:
|
People Analytics
|
Module Level:: |
8 |
Module Coordinator: |
Martin Meagher
|
Module Author:: |
John Trehy
|
Module Description: |
This module aims to provide an understanding of the importance of people analytics in practice. In doing so, the objective is to develop the knowledge, skills and abilities to use people-data in analytical processes to solve business problems. From this process, students will contribute to improved performance in many of the HRM functions, from recruitment and selection, to turnover and retention. This module will enable students to make realistic connections between strategic, business and operational plans. The module will promote the value added strategic role of people analytics, as opposed to the narrow view of meeting reporting and compliance based requirements. Students will also develop a pragmatic approach to people analytics projects and find opportunities from data and vice versa. In summary, the objective is to inform students of how people-data can contribute to HRM’s ultimate objective of improved organisational performance.
|
Learning Outcomes |
On successful completion of this module the learner will be able to: |
# |
Learning Outcome Description |
LO1 |
Connect HR and business data in ways that aid the alignment and improved success between strategic and operational business plans |
LO2 |
Analyse and use HR data and analytics to demonstrate the impact that HR policies, practices and processes may have on workforce and organisational performance. |
LO3 |
Identify, gather, diagnose and communicate the links between HR analytics and sustainable organisational performance by aligning people data with business intelligence data. |
Dependencies |
Module Recommendations
This is prior learning (or a practical skill) that is recommended before enrolment in this module.
|
No recommendations listed |
Co-requisite Modules
|
No Co-requisite modules listed |
Additional Requisite Information
|
No Co Requisites listed
|
Indicative Content |
Introduction to HR analytics
What is HR/People analytics; Contextual awareness; aligning strategic, business and operational plans;
|
Developing the Process
Developing a process for analysis; Levels of analysis: descriptive, predictive and prescriptive; trend analysis; diagnosing; scenario planning; risks
|
Knowledge Sources
Internal and external sources; quantitative and qualitative; hard and soft data; Databases - HR Systems, Data Databases and their usage
|
Data analysis of the HRM functions
1. Resourcing – forecasting, position surveys
Recruitment and selection – internal and external
Workforce planning – and flexibility
Staff turnover and retention
2. HRD – learning, training and development interventions
3. Performance management and appraisal
4. Employee engagement
5. Rewards
6. Contemporary issues - diversity management
|
Responsibilities
Ethical and moral responsibilities; Sustainability; CSR, GDPR
|
Module Content & Assessment
|
Assessment Breakdown | % |
Continuous Assessment | 100.00% |
AssessmentsFull Time
No End of Module Formal Examination |
SETU Carlow Campus reserves the right to alter the nature and timings of assessment
Module Workload
Workload: Full Time |
Workload Type |
Workload Category |
Contact Type |
Workload Description |
Frequency |
Average Weekly Learner Workload |
Hours |
Lecture |
|
Contact |
No Description |
Every Week |
3.00 |
3 |
Independent Learning |
|
Non Contact |
No Description |
Every Week |
6.00 |
6 |
Total Weekly Contact Hours |
3.00 |
Workload: Part Time |
Workload Type |
Workload Category |
Contact Type |
Workload Description |
Frequency |
Average Weekly Learner Workload |
Hours |
Lecture |
|
Contact |
No Description |
Every Week |
1.50 |
1.5 |
Independent Learning |
|
Non Contact |
No Description |
Every Week |
7.50 |
7.5 |
Total Weekly Contact Hours |
1.50 |
Module Resources
|
Recommended Book Resources |
---|
-
Mike West. (2019), People Analytics For Dummies, 1st. For Dummies, p.464, [ISBN: 1119434769].
-
Laurie Bassi, Rob Carpenter and Dan McMurrer. (2012), HR Analytics Handbook, 1st. McBassi and Co., [ISBN: 9780615599021].
| Supplementary Book Resources |
---|
-
Nadeem Khan,Dave Millner. (2020), Introduction to People Analytics, 1st. Kogan Page, p.352, [ISBN: 1789661803].
-
Shonna D. Waters,Valerie Streets,Rachael Johnson-Murray,Lindsay McFarlane. The Practical Guide to HR Analytics, [ISBN: 1586445324].
-
Martin Edwards,Kirsten Edwards. (2019), Predictive HR Analytics, Kogan Page, p.536, [ISBN: 0749484446].
-
Bernard Marr. (2018), Data-Driven HR: How to Use Analytics and Metrics to Drive Performance, Kogan Page.
-
Brian E. Becker,Mark A. Huselid,Mark A Huselid,David Ulrich. (2001), The HR Scorecard, Harvard Business Press, p.235, [ISBN: 1578511364].
-
Lyndon Sundmark. (2017), Doing Hr Analytics, 1st. Createspace Independent Publishing Platform, p.218, [ISBN: 1973716372].
-
Nigel Guenole,Sheri Feinzig,Jonathan Ferrar. (2016), The Power of People, Pearson FT Press, p.224, [ISBN: 0134546008].
| Supplementary Article/Paper Resources |
---|
-
Ahmadi (2016). HR Analytics
Implementation: A Step-by-Step Approach..
-
https://www.sage.com/en-au/blog/case-stu
dy-how-google-uses-people-analytics/.
-
https://www.linkedin.com/pulse/10-golden
-rules-hr-analytics-revisited-patrick-co
olen/.
-
https://www.davidrgreen.com/blog/2018/12
/11/the-best-hr-amp-people-analytics-art
icles-of-november-2018.
-
https://hrcurator.com/2020/04/28/https-w
ww-linkedin-com-pulse-best-hr-people-ana
lytics-articles-2019-david-green/.
-
https://www.analyticsinhr.com/blog/ensur
e-validity-people-analytics/.
| Other Resources |
---|
-
AIHR Analytics - analyticsinhr.com.
-
www.CIPD.ie.
-
Library catalogue, Journals, E-Portal.
|
|