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Staffing Analytics Overview

2021/2022
Учебный год
ENG
Обучение ведется на английском языке
3
Кредиты
Статус:
Курс по выбору
Когда читается:
2-й курс, 1 модуль

Преподаватель

Course Syllabus

Abstract

The course is a part of the people analytics’ track. The main point of this discipline is to understand the basics of the staffing process including creating HR metrics that are necessary for decision-making approaches. It also provides a strong framework to put into practice HRM statistical tools and methods. The course includes online learning over the Coursera platform in which three of Wharton’s top professors, all pioneers in the field of people analytics, will explore the state-of-the-art techniques used to recruit and retain great people, and demonstrate how these techniques are used at cutting-edge companies. In class students will practice in using metrics and analytics to improve efficiency at hiring, placing and retaining the great people (16 academic hours)
Learning Objectives

Learning Objectives

  • Identify what to do for being efficient with HR metrics and analytics.
  • Use analytics to improve efficiency at hiring, placing and retaining the best people.
  • Manage techniques to hire, place and retain the right employees.
  • Recognize the relationship between HRM and organizational performance, business strategy as well as organizational behavior.
  • Analyze the relationship between HR practices and their outcomes for the individual and the organization.
Expected Learning Outcomes

Expected Learning Outcomes

  • Demonstrate the ability to catch new knowledge and skills in the fields beyond his/her majoring
  • Apply received knowledge and understanding of data and tools to real business situations
  • Create and defend a customized consulting project based on data and analytics given
  • Create and defend a customized suggestions based on data and analytics given
  • Demonstrate the ability to collect, process, and analyze data necessary for solving tasks
  • Demonstrate the ability to make managerial decisions and evaluate their consequences
  • Study and apply people science methods adjusting to working environment
Course Contents

Course Contents

  • Topic 1. Introduction to Staffing Analytics. Basics of Finance, Statistics and Data-Analytic Thinking
  • Topic 2. Data Collection
  • Topic 3. Staffing Analytics in Human Capital Management Systems (MOOC)
  • Topic 4. Collaboration Environment of Human Capital Management System (MOOC)
  • Topic 5. Talent Analytics and Future Directions (MOOC)
  • Topic 6. Employee Turnover
  • Topic 7. Interactive HR dashboards
Assessment Elements

Assessment Elements

  • non-blocking Class activities
    (1) Kahoot game. At the beginning or at the end of some lectures a 15-minute Kahoot game is conducted. If the student missed the class, there is no option to participate in this activity. (2) Individual assignment during seminars. At the beginning or at the end of some seminars students will get a written task for 10-15 min based on their home reading or materials discussed during the previous classes. If the student missed the class, there is no option to rewrite this task, except for sickness absence. In this case, the student should notify the instructor about his/her sick leave.
  • non-blocking Exam in the LMS
    The exam consists of 40 test questions and covers all topics including the Blended course details. Total time: 60 min. No negative marks for wrong answers.
  • non-blocking Individual assignment (interactive HR dashboard)
    Read the file Case Attrition Analysis and identify one HR problem/question. It is possible to use any other dataset for creating HR problem/question. However, in this case, such a dataset should be available for the instructor. Upload an Excel file to LMS in the project called “Interactive HR Dashboard”.
Interim Assessment

Interim Assessment

  • 2021/2022 1st module
    0.35 * Class activities + 0.3 * Exam in the LMS + 0.35 * Individual assignment (interactive HR dashboard)
  • 2021/2022 2nd module
Bibliography

Bibliography

Recommended Core Bibliography

  • Fermin Diez, Mark Bussin, & Venessa Lee. (2019). Fundamentals of HR Analytics : A Manual on Becoming HR Analytical. Bingley: Emerald Publishing Limited. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=2204225
  • Fitz-enz, J., & Mattox, J. (2014). Predictive Analytics for Human Resources. Hoboken, New Jersey: Wiley. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=812792

Recommended Additional Bibliography

  • Pease, G. (2015). Optimize Your Greatest Asset —— Your People : How to Apply Analytics to Big Data to Improve Your Human Capital Investments. Hoboken, New Jersey: Wiley. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1046506