Answer to Question #285623 in Management for Nora

Question

In recent years, the concept of big data analytics has drawn considerable attention of businesses.

(a) Identify the potential contribution of human resource (HR) analytics toward strategic human resource management (SHRM). (4 marks)

(b) Using FOUR (4) human resource functions, explain how human resource (HR) analytics help companies evaluate these functions.

Answer 1

a). Human Resources analytics is a branch in the field of analytics which deals in analysing people and applying that process to the human resource within an organization to improve performance of employees and their retention. First HR analytics are used to monitor the human capital. As HR managers regularly report to HR analytics software, it is possible to keep a track of the activities that are going on within the organization and among the employees by tracking fundamental workforce merits. This helps HR managers in many ways such as employee that need training and those that need promotion. Secondly it helps keep track problems. The analysis dashboard offers a way to tackle problems. The following can be tracked by using HR analytics absenteeism and poor punctuality.

b).

i). Recruitment and Selection. HR analytics help HR managers during procurement of human resources. HR analytics may provide results that indicate a deficiency in Human Resources thus raising the need to hire more.

ii). Performance Management. HR analytics is used in performance appraisal to see how employees deliver. They may indicate a need to promote, demote and even firing.

iii). HR information systems. HR analytics maybe used in development of HR information systems. They may provide important clues such as the case number of employees in each department saving developers precious time.

iv). HR data analysis. The data provided by HR analytics can be used to develop an analysis of HR data that is useful to HR managers.