Module Description
This module aims to provide learners with a critical understanding of principles and practices of HR analytics and the importance of evidence-based practice in HRM more broadly. The focus is on equipping students with strong analytical and questioning skills that can be applied to identify and evaluate effective data sources as well as use relevant techniques to interpret and analyse data in support of HR and organizational strategy. The knowledge and competencies gained are then applied to the analysis various aspects of people management such as workforce planning, diversity management, training and development and pay and performance management and organisational change, in different types of organisational and dynamic external settings.
Organisation of the module
The module consists of twelve sessions of three hours each. Further, there is emphasis on students’ independent learning. For each session, reading references are provided and, where appropriate, supporting material will be issued during the lectures. Much more comprehensive bibliographies are also available and students are strongly advised to undertake their own research in order that they make an individual, original and critical contribution to the course. Sessions will actively encourage student participation, via discussions, and student presentations. It is essential to read in advance and, where appropriate, prepare contributory material, in order to get the most from each session.
Aims
People analytics has emerged as an important function within the HR profession and a key pillar of evidence-based management, This module aims to provide learners with a critical understanding of HR analytics and the importance of evidence-based practice more broadly. This module will introduce students to the principles and concepts underpinning data collection and analysis as these principles and concepts apply in the field of HR and people management. Students will further be introduced to and develop knowledge and skills of the advanced techniques of data analysis, including inferential and quasi-experimental methodologies. These skills are then applied to real world HR issues such as workforce planning, diversity management, training and development and pay and performance management and organisational change.
Learning outcomes
By the end of this module, students should be able to:
- Understand and critically evaluate the role of People Analytics and its contribution to HR and business strategy
- Understand the principles and origins of evidence-based practice and how it has been applied to in general to management and more specifically to HRM in order to make better-informed decisions
- Understand the role and purposes of gathering and critically evaluating the quality and relevance of data from multiple sources.
- Understand the principles and challenges of HR and organisational data analytics in relation to relevant decision-making
- Cultivate competence and readiness to develop HR policies and practices based on statistical analysis of data in relation to workforce planning, resourcing, diversity management, performance management, organisational change and other HR-related practices
