Human Resource Metrics And Analytics | MBA 3rd Sem | JNTUK

Syllabus

MBA: EH-303

UNIT 1

HR Metrics Overview--Concepts, Objectives-- Historical Evolution of HR metrics.--Explain How and Why Metrics are Used in an Organization--Deciding What Metrics are Important to Your Business--HR Metrics Design Principles--Approaches for Designing HR Metrics--The Inside-Out Approach--The Outside-In Approach-- Align HR Metrics with Business Strategy, Goals and Objectives--Link HR to the Strategy Map--

UNIT 2

Creating Levels of Metrics Measures—HR Efficiency Measures—HR Effectiveness Measures-- HR Value / Impact Measures. Building HR Functions Metrics-- Workforce Planning Metrics-- Recruitment Metrics --Training & Development Metrics-- Compensation & Benefits Metrics -- Employee Relations & Retention Metrics

UNIT 3

HR Analytics Overview -- What HR Analytics. -- Importance of HR Analytics. -- Translating HR Metrics Results into Actionable Business Decisions for Upper Management (Using Excel Application Exercises, HR Dashboards)-- HR Information Systems and Data Sources-- HR Metrics and HR Analytics-- Intuition Versus Analytical thinking-- HRMS/HRIS and Data Sources-- Analytics Frameworks like LAMP-- HCM:21(r) Model.

UNIT 4

Diversity Analysis-- Equality, Diversity and Inclusion, Measuring Diversity and Inclusion, Testing the Impact of Diversity, Workforce Segmentation and Search for Critical Job Roles. Recruitment and Selection Analytics--Evaluating Reliability and Validity of Selection Models, Finding Out Selection bias. Predicting the Performance and Turnover. Performance Analysis-- Predicting Employee Performance, Training Requirements, Evaluating Training and Development.  

UNIT 5

Optimizing Selection and Promotion Decisions. Monitoring Impact of Interventions-- Tracking Impact Interventions-- Evaluating Stress Levels and Value-Change-- Formulating Evidence Based Practices and Responsible Investment-- Evaluation Mediation Process, Moderation and Interaction Analysis.