REPORT ON HR ANALYTICS WORKSHOP

REPORT ON HR ANALYTICS WORKSHOP

INTRODUCTION

The 1^st year MBA- HHM (2018-2020) students of Symbiosis Institute of Health Sciences has a workshop on HR Analytics on 24^th and 25^th 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 2^nd reform took place in the mid 80’s. During the 3^rd 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