REPORT ON HR ANALYTICS WORKSHOP
INTRODUCTION
The
1st year MBA- HHM (2018-2020) students of Symbiosis Institute of
Health Sciences has a workshop on HR Analytics on 24th and 25th
of September 2018. The workshop was taken by Mrs. Maneeesha Shukla who is an
enterprising, enthusiastic and accomplished professional with a rich experience
of more than 8 years in the domain of statistical analysis, risk management,
business consultation and analytics to streamline data into actionable insight
in order to drive business strategy and profitability. She was certified as
India’s first analytics professional from INFORMS, Maryland, USA.
The
session on the first day started at 9.30am. A total of 98 students attended the
conference. Our guest Mrs. Maneesha was introduced by the students Yashpriya
and Shreya. Madam briefed us about the HR norms and policies, their duties and
responsibilities.
DAY
1
Topics
The topics that
were covered for the day were as follows:
1) Evolution
of HR
2) Role
of HR
3) Need
for HR analytics
4) Algorithm
that tells a boss who might quit
5) HR
analytics helps HR Management
6) How
HR analytics shape the business
7) Is
business of business only business
(Debate)
8) Complex
stat techniques
9) Benefits
of HR analytics
Evolution of HR
Questions
were asked to the students about HR to get a feedback about their knowledge on
the topic. HR evolved in the year 1960. The 2nd reform took place in
the mid 80’s. During the 3rd reform i.e. during the bubble burst
there was a global crisis, to find out the root cause of failure of the
companies productivity. That is when the HR evolved.
Role of HR
An HR Manager should abide by the
following roles in an organisation:
1. Recruitment
2. Training
3. Appraisal
4. Maintain
work culture
5. Resolving
conflicts
6. Employee
relations
7. Rewards
and Incentives
8. Legal
knowledge
9. Payroll
management
Need for HR Analytics
HR
analytics, also called talent analytics, is the application of considerable
data mining and business analytics techniques to human resources data. The goal
of human resources analytics is to provide an organization with insights for
effectively managing employees so that business goals can be reached quickly
and efficiently. The challenge of human resources analytics is to identify what
data should be captured and how to use the data to model and predict
capabilities so the organization gets an optimal return on investment on its
human capital. HR analytics does not only deal with gathering data on employee
efficiency. Instead, it aims to provide insight into each process by gathering
data and then using it to make relevant decisions about how to improve the
processes.
One
such is Talent analytics; which is more qualitative and
is basically for processes from talent management like personal development,
recruitment, succession planning, retention etc.
By
definition, Big Data in HR refers to
the use of the many data sources available to your organization, including
those not traditionally thought of in HR; advanced analytic platforms; cloud
based services; and visualization tools to evaluate and improve practices
including talent acquisition, development, retention, and overall
organizational performance. This involves integrating and analysing
internal metrics, external benchmarks, social media data, and government data
to deliver a more informed solution to the business problem facing your
organization.
HR analytics helps HR Management
HR
plays an important role in business outcomes, and utilizing data provides a key
advantage in terms of decision-making. Though analytics won’t solve every HR
challenge, they can provide an understanding of business functions and help
trained HR professionals develop plans that “ talent investments while
effectively monitoring recruiting, development, engagement, productivity,
accountability, retention and many other workplace initiatives,” according to
leading workplace intelligence expert.
HR
analytics aim to provide insight into how best to manage employees and reach
business goals. Now that more businesses realize that data helps them hire and
retain the right talent, companies are investing in HR analytics tools, along
with trained professionals who understand how to mine and apply them. HR
analytics can help businesses make smarter decisions.
Experts
say the current trend toward HR analytics will continue to grow, with analytics
playing a central role in talent acquisition, development, and operations.
How HR analytics shape the business
Data analytics in Human Resources is quickly
becoming a new area of innovation and focus because of the insights it can
provide around workforce management. Workforce analytics has emerged as the key
avenue for HR to become a proactive force for managing human capital and
strengthen business strategies.
Analytics is being looked to as a way to break down
human behaviour into something that is easy to quantify and understand. That’s
a big aspiration for any analytical model, and the gap between the goal and
some returns has caused the industry to shift its focus to a goal of
understanding.
Is business of business only business (Debate)
We
resumed the session after a lunch break. The students were divided into two equal
groups for a debate on the topic “Is business of business only business”. The
students participated in the debate actively. It was an interactive session
where madam could judge the students and she marked them depending on their
response to the debate.
Benefits of HR analytics
HR analytics help organizations a great deal. One-way
analytics make a company more successful is improved hiring decisions. With
analytics, HR can make better choices based on historical data and easily
derive the best candidate from that data. Another analytic that helps HR
departments ensure a company is successful is good training. Every organization
needs a training process and gaps in this process can lead to major problems
and increase costs. HR analytics help organizations guarantee if employees are
making full use of training opportunities.
Better insights are another HR analytic that helps
companies become more successful. These insights about employees help shape
strategies that boost morale, retention and engagement. Stable retention is
another way HR analytics make a company great. It is important for a company to
understand why employees leave and stay with the company. The HR department can
use a variety of tools like employee satisfaction surveys, team assessments,
exit interviews and stay interviews to determine the reasons employees enjoy
their time with the company.
Conclusion
The
session for the day ended at 4.30pm. The student were able to understand the HR
related work but understanding the data procedures was a little difficult as
most of the students have a medical background. Madam mailed us the link for
the data to be installed in the student’s laptops for the next day’s session,
and the students left the premises.
DAY
2
On
25 September 2018, we had our second day of workshop which started at 9 am in
the auditorium which was conducted by Maneesha Shukla. As ma’am yesterday told
us to download the SAS, virtual box, and python, R which we downloaded and came
from the link which she had sent us. Then ma’am started teaching us about the R
and the tools & statistic used in it with different codes. As all the codes
& things she thought us was very new to us and interesting to learn. Ma’am
was coming to us personally and solving our doubts regarding the coding. Then
we got a break for 5-10 mins and again we started with coding system.
After the debate, ma’am thought us about the
SAS in which coding, statistics problem were solved easily few of the topics
which were thought to us in the biostatistics like the T test, chi square test,
mean, median, mode, co relation, null hypothesis, etc. due to this thought
syllabus this all test we were able to fast and learn fast what ma’am was
teaching. After the leaning session the 5 students were supposed to be selected
for the IIM round. Then the teachers and maneesha ma’am discussed among
themselves about the students. The students were selected on the bases of their
involvement in the workshop, answering the question asked, coming up with new
ideas & showing up their talent. After that the results were announced in
the class the students selected were – Manpreet kaur, Bhavya Kumar, linnie
Jose, Anuradha sikri, Sumiran pantula. This students were given certificates by
Maneesha ma’am. Thomas and Sumiran also got the certificates for as The
Coordinators. All the workshop photographs were clicked by Shreya Avchat &
Tejas popli. And then the thanks giving was done by Yashpriya Sharma.
Feedback forms were distributed to the
students for their opinion & reviews on the workshop held. The rating were
giving and some feedback points were written down by the students as per their
viewpoint. After that ma’am congratulated all the students and wished them best
luck for the future. As then the two days’ workshop came to an end. Many new
things we learned though this workshop.
Report compiled by:
Ms.Stephanie
Fernandes
Ms.
Pradnya Chavan
Healthcare IT- New
Frontier
In the end, the felicitation was done by
Dr. Meenal Kulkarni.
The
1st year MBA- HHM (2018-2020) students of Symbiosis Institute of
Health Sciences has a workshop on HR Analytics on 24th and 25th
of September 2018. The workshop was taken by Mrs. Maneeesha Shukla who is an
enterprising, enthusiastic and accomplished professional with a rich experience
of more than 8 years in the domain of statistical analysis, risk management,
business consultation and analytics to streamline data into actionable insight
in order to drive business strategy and profitability. She was certified as
India’s first analytics professional from INFORMS, Maryland, USA. 
The first speaker was Dr. Rajeev Boudhankar , CEO of Bhatia Hospital
. In his lecture he discussed on How To Be A Successful Professional. He
discussed what all are the skill sets required in a healthcare field or
generally to become successful in any organization .He also introduced the
audience to many exclusive examples and challenges in the world at large with
different references. He shared his own experience on how he evaluated an
individual during an interview .Not only by giving examples but also with his speech he motivated our students to
become successful and develop leadership and communication skills before
entering any organization. During his session he constantly asked us questions
about what is leadership , what all are the skills sets or what one expects in
an organization .Basically we all enjoyed the motivational talk. It helped us
gain confidence in what ways we have to achieve our dreams and how we should
tackle problems in the organization to become successful.
