HR ANALYTICS

UNIT-1
Introduction to HR Analytics: Evolution of HR Analytics-
HR Analytics
HR analytics refers to the process of collecting, analyzing, and interpreting data related to human
resources (HR) to gain insights and make data-driven decisions. HR analytics can help organizations to
better understand their employees, improve recruitment and retention, enhance employee performance,
and optimize HR processes.
Here are some examples of how HR analytics can be used:
Recruitment and retention: HR analytics can help organizations identify the most effective recruitment
channels, assess the performance of different recruitment sources, and predict which candidates are
most likely to be successful. Analytics can also help organizations identify factors that impact employee
turnover, such as compensation, workload, and work-life balance.
Employee engagement: HR analytics can measure employee engagement levels and identify areas that
need improvement. By analyzing employee feedback, organizations can identify factors that contribute to
engagement, such as job satisfaction, workplace culture, and leadership.
Performance management: HR analytics can be used to evaluate employee performance and identify
areas for improvement. Analytics can also help organizations assess the impact of training and
development programs on employee performance.
Evolution of HR Analytics
HR analytics has evolved significantly over the years, driven by advances in technology, the availability of
data, and the growing recognition of the importance of data-driven decision making in HR. Here is a brief
overview of the evolution of HR analytics:
Early stage: In the early days of HR analytics, data was limited to basic employee demographics, such
as age, gender, and job title. HR analytics focused primarily on basic reporting, such as headcount and
turnover rates.
Descriptive analytics: With the growth of data availability, HR analytics began to move towards
descriptive analytics, which involves analyzing data to understand what has happened in the past.
Descriptive analytics can help identify patterns and trends in HR data, such as high turnover rates in
certain departments or underrepresented groups in the workforce.
Predictive analytics: As technology advanced, HR analytics shifted towards predictive analytics, which
involves using statistical models and machine learning algorithms to predict future outcomes. For
example, predictive analytics can help identify the likelihood of an employee leaving the company based
on factors such as job satisfaction, salary, and performance.
Prescriptive analytics: The latest stage of HR analytics involves prescriptive analytics, which involves
using data to recommend actions that will optimize outcomes. Prescriptive analytics can help
organizations identify the most effective actions to take to improve employee engagement, retention, and
performance.
HR information systems and data sources-

HR Information Systems (HRIS) play a crucial role in managing and analyzing HR data effectively. They
serve as centralized platforms that integrate various data sources, streamline HR processes, and support
data-driven decision-making. Here's an overview of HRIS and common data sources used in HR Analytics:

HR Information Systems (HRIS):

 1. Data Management: HRIS platforms facilitate the collection, storage, organization, and retrieval of
HR-related data. They automate administrative tasks, reduce manual errors, and ensure data
accuracy and consistency.
2. Integration: HRIS integrate data from multiple sources within the organization, such as payroll
systems, employee databases, performance management tools, recruitment platforms, learning
management systems, and time and attendance systems.
3. Analytics Capabilities: Modern HRIS offer advanced analytics capabilities, including reporting
tools, dashboards, data visualization, predictive analytics, and machine learning algorithms.
These features enable HR professionals to analyze trends, identify insights, and make data-driven
decisions.
4. Compliance: HRIS help ensure compliance with labor laws, regulatory requirements, and internal
policies by centralizing data, automating compliance checks, and generating compliance reports.

Common Data Sources in HR Analytics:

1. Employee Records: Employee records are fundamental data sources in HR Analytics, providing
information such as employee demographics, job roles, organizational hierarchy, employment
history, performance evaluations, training records, and compensation details.
2. Recruitment Data: Recruitment data includes information on job vacancies, applicant profiles,
recruitment sources, hiring processes, candidate assessments, interview feedback, time-to-fill
metrics, and recruitment costs.
3. Payroll and Benefits Systems: Payroll and benefits systems provide data on employee
compensation, payroll deductions, benefits enrollment, leave balances, tax withholding, pension
contributions, insurance coverage, and retirement plans.
4. Performance Management: Performance management systems capture data related to
employee performance, goal setting, performance evaluations, competency assessments,
feedback from supervisors, peer reviews, performance ratings, and performance improvement
plans.
5. Time and Attendance: Time and attendance systems track employee work hours, attendance
records, leave requests, overtime hours, absences, attendance patterns, and workforce
scheduling.

HR Metrics and HR Analytics-

HR Metrics and HR Analytics are integral components of strategic human resource management, helping
organizations measure, analyze, and optimize various aspects of the workforce to drive business
performance. Here's a breakdown of HR Metrics and HR Analytics, along with their roles and importance:

HR Metrics:
HR Metrics are quantitative measures that provide insights into HR processes, practices, and outcomes.
These metrics help HR professionals track performance, identify trends, monitor progress, and make
data-informed decisions. Common HR Metrics include:

1. Employee Turnover Rate: Measures the percentage of employees who leave the organization
over a specific period. High turnover rates may indicate retention challenges, cultural issues, or
dissatisfaction among employees.
2. Time-to-Fill (TTF): Calculates the time taken to fill open job positions from the time they are
posted. TTF metrics assess recruitment efficiency, identify bottlenecks, and optimize hiring
processes.
3. Absenteeism Rate: Tracks the frequency and duration of employee absences from work.
Absenteeism metrics provide insights into employee well-being, work-life balance, and potential
productivity issues.
4. Employee Engagement Score: Measures employee engagement levels through surveys, feedback
mechanisms, or sentiment analysis tools. Engaged employees are more productive, innovative,
and likely to stay with the organization.
5. Training Hours per Employee: Quantifies the number of hours employees spend on training and
development programs. Training metrics assess skill development, learning effectiveness, and
training ROI.

HR Metrics and HR Analytics are integral components of strategic human resource management, helping
organizations measure, analyze, and optimize various aspects of the workforce to drive business
performance. Here's a breakdown of HR Metrics and HR Analytics, along with their roles and importance:

HR Analytics:

HR Analytics involves using data analysis, statistical techniques, and predictive modeling to derive
actionable insights, make data-driven decisions, and optimize HR strategies. It goes beyond descriptive
metrics to provide predictive and prescriptive insights. Key aspects of HR Analytics include:

1. Predictive Analytics: Uses historical HR data to forecast future trends, identify patterns, and
predict outcomes related to employee behavior, performance, turnover, recruitment success, and
workforce planning.
2. Prescriptive Analytics: Provides actionable insights and recommendations based on predictive
analytics outcomes. Prescriptive models suggest optimal strategies, interventions, and
decision-making frameworks for HR professionals.
3. Talent Analytics: Analyzes talent data to identify high-potential employees, assess skill gaps,
predict turnover risks, optimize workforce planning, and align talent strategies with business
goals.
 4. Workforce Planning: Uses data-driven insights to forecast future workforce needs, analyze
workforce demographics, succession pipelines, talent mobility, and develop strategic workforce
plans.
5. Employee Experience Analytics: Measures employee experiences, satisfaction levels,
engagement factors, sentiment analysis, and identifies opportunities to improve the employee
experience and enhance retention.

Importance of HR Metrics and HR Analytics:

1. Data-Driven Decision-Making: HR Metrics and Analytics enable HR professionals to make

evidence-based decisions, prioritize initiatives, allocate resources effectively, and align HR
strategies with organizational goals.
2. Performance Monitoring: Metrics help track HR performance, monitor progress towards
objectives, identify areas for improvement, and assess the impact of HR initiatives on business
outcomes.
3. Strategic Planning: Analytics provide strategic insights into talent management, workforce
planning, succession planning, employee engagement, and organizational effectiveness, enabling
HR to drive strategic initiatives.
4. Risk Management: Analytics help identify and mitigate HR-related risks, such as turnover risks,
talent shortages, compliance issues, and workforce disruptions, reducing organizational
vulnerabilities.
5. Continuous Improvement: Metrics and Analytics facilitate continuous improvement by measuring
outcomes, evaluating the effectiveness of HR programs, and identifying opportunities for
innovation and optimization.

Intuition versus Analytical thinking

Intuition and analytical thinking are two distinct cognitive processes that can be used to solve problems
and make decisions.
Intuition is a type of thinking that is based on gut feelings, hunches, and personal experiences. It involves
making quick decisions without consciously thinking through all of the available information. Intuition can
be useful in situations where there is limited time to make a decision or when the decision is based on
personal preferences or emotions.
Analytical thinking, on the other hand, is a more structured and deliberate approach to problem-solving. It
involves breaking down complex problems into smaller parts, gathering and analyzing data, and making
decisions based on evidence and logical reasoning. Analytical thinking can be useful in situations where
there is a need to make objective and data-driven decisions.
Both intuition and analytical thinking have their strengths and weaknesses, and there is no one “right” way
to approach decision-making. Intuition can be useful in situations where quick decisions are needed, or
when the decision is based on personal preferences or emotions. However, intuition can also be biased
and prone to error, especially when there is limited information available or when emotions are involved.
Analytical thinking, on the other hand, can be time-consuming and may not be appropriate for all
situations. However, it can help to reduce bias and increase the accuracy of decision-making by providing
a structured and evidence-based approach.
In conclusion, both intuition and analytical thinking have their place in decision-making. The key is to
recognize when each approach is appropriate and to use a combination of both when necessary. By
combining intuition and analytical thinking, individuals can make more informed and effective decisions in
a variety of contexts.
Analytic Framework of LAMP
LAMP" in the context of HR analytics can refer to a strategic framework used for making
data-driven decisions in human resources. The acronym "LAMP" stands for Logic, Analytics,
Measures, and Process. Here's a breakdown of what each component typically entails:

1. Logic: This component focuses on the rationale behind the HR decisions. It involves
understanding the key business questions and challenges that need to be addressed.
Logic ensures that the analysis is grounded in a clear understanding of the
organizational context and objectives.
2. Analytics: This is the core of HR analytics, involving the use of statistical methods and
tools to analyze HR data. Analytics help in uncovering patterns, trends, and insights from
the data that can inform decision-making. Techniques can range from basic descriptive
statistics to more advanced predictive modeling.
3. Measures: This involves identifying the key metrics and KPIs (Key Performance
Indicators) that are relevant to the HR function. Measures are used to track performance,
assess the impact of HR initiatives, and provide quantifiable evidence to support HR
strategies.
4. Process: This refers to the systematic approach to data collection, analysis, and
reporting. It involves establishing consistent processes for gathering data, ensuring data
quality, and maintaining the integrity of the analytical process. It also includes the steps
for translating insights into actionable recommendations and implementing changes.

Benefits of LAMP in HR Analytics

● Data-Driven Decision Making: Provides a structured approach to making HR decisions

based on data and evidence rather than intuition.
● Improved HR Outcomes: Enhances the effectiveness of HR initiatives by aligning them
with organizational goals and measuring their impact.
● Strategic Alignment: Ensures that HR strategies are closely aligned with overall business
objectives, thereby contributing to the organization's success.
● Efficiency and Effectiveness: Streamlines HR processes and improves their efficiency
through the use of data and analytics
HR Scorecard & Workforce Scorecard-
The HR Scorecard and Workforce Scorecard are strategic management tools used by organizations to
measure and evaluate human resources performance, align HR initiatives with business objectives, and
track key performance indicators (KPIs) related to workforce effectiveness. Here's an overview of both
scorecards:

HR Scorecard:

1. Definition: The HR Scorecard is a strategic measurement and management tool that assesses HR
functions, activities, and outcomes in alignment with organizational goals and objectives.
2. Purpose:

● Align HR Initiatives: The HR Scorecard helps align HR strategies, programs, and initiatives
with overall business strategy and goals.
● Measure HR Performance: It measures the effectiveness, efficiency, and impact of HR
practices, processes, and policies.
● Identify Improvement Areas: The scorecard identifies areas for improvement,
opportunities for optimization, and strategic priorities for HR.

3. Components:

● Strategic HR Objectives: Align HR objectives with business goals, such as talent

acquisition, employee engagement, performance management, learning and
development, and workforce planning.
● Key Performance Indicators (KPIs): Define measurable KPIs for each HR objective to
track progress, performance, and outcomes.
● Targets and Benchmarks: Set targets, benchmarks, and standards for KPIs to measure
success and compare performance over time or against industry standards.

4. Examples of HR Scorecard KPIs:

● Employee Turnover Rate

● Time-to-Fill (Recruitment)
● Employee Engagement Score
● Training Hours per Employ

Workforce Scorecard:

1. Definition: The Workforce Scorecard is a strategic tool that focuses on measuring and managing
workforce capabilities, competencies, and performance to support organizational goals and
strategies.
2. Purpose:
 ● Align Workforce Capabilities: Align workforce capabilities, skills, and competencies with
business needs and strategic objectives.
● Monitor Workforce Performance: Monitor workforce performance, productivity,
engagement, and contributions to business outcomes.
● Develop Talent Strategies: Identify talent gaps, develop talent management strategies,
and optimize workforce planning.

Components:

● Workforce Capabilities: Define core competencies, skills, and capabilities required for various
roles and functions within the organization.
● Performance Metrics: Develop performance metrics and KPIs to measure individual, team, and
organizational performance against established benchmarks.
● Talent Development: Implement talent development programs, training initiatives, succession
planning, and career development pathways.

Examples of Workforce Scorecard KPIs:

● Employee Skills and Competencies Assessment

● Employee Performance Ratings
● Succession Planning Readiness

UNIT-2

Human Resources planning-

Human resources planning is a process of forecasting an organization’s future human resource needs
and developing strategies to meet those needs.
It involves analyzing the current workforce, assessing future workforce needs, and implementing HR
strategies to address any gaps. The process typically includes the following steps:
Analyzing the current workforce: This involves assessing the organization’s current workforce in terms
of skills, competencies, demographics, and other factors. This analysis provides a baseline for future
workforce planning.
Forecasting future workforce needs: This involves projecting future workforce needs based on factors
such as growth, turnover, retirement, and changes in business strategy. This analysis helps to identify
potential gaps in the workforce and anticipate future talent requirements.
Developing HR strategies: Based on the analysis of the current and future workforce, HR strategies can
be developed to address any gaps. These may include recruitment, training and development, succession
planning, retention strategies, and workforce restructuring.
Implementing HR strategies: The HR strategies are then implemented, which may involve hiring new
employees, offering training and development programs, promoting internal talent, or restructuring the
workforce.
Monitoring and evaluating HR strategies: Once the HR strategies are implemented, they need to be
monitored and evaluated to ensure they are meeting the organization’s goals and objectives. This
includes measuring the effectiveness of recruitment and retention efforts, tracking employee performance,
and assessing the impact of training and development programs.

Effective human resources planning can help organizations to optimize their workforce, reduce labor
costs, and increase productivity. It can also ensure that the organization has the right talent in place to
meet its strategic goals and objectives.
Quantitative and Qualitative dimensions of HR planning-
Quantitative and qualitative dimensions are two main aspects of human resources planning that help
organizations to achieve their strategic goals and objectives.
Quantitative Dimensions:
The quantitative dimension of HR planning is focused on the numerical or measurable aspects of the
workforce. It involves analyzing data related to workforce size, demographics, skills, competencies,
turnover rates, and other metrics. This information can be used to make informed decisions about
recruitment, training, and other HR strategies.
Examples of quantitative HR planning activities include forecasting future workforce needs, analyzing
labor supply and demand, setting recruitment targets, and developing compensation and benefits
packages based on market trends. The key benefit of quantitative HR planning is that it provides objective
data and helps to ensure that HR decisions are aligned with business objectives.
Qualitative Dimensions:
The qualitative dimension of HR planning focuses on the subjective or non-measurable aspects of the
workforce. It involves analyzing factors such as employee attitudes, values, and organizational culture.
Qualitative data is often collected through surveys, interviews, focus groups, and other forms of employee
feedback.
Method and techniques of HR Demand forecasting
HR demand forecasting is the process of estimating the future workforce requirements of an
organization based on its strategic goals, growth plans, and other factors that impact the workforce.
Here are some methods and techniques that can be used for HR demand forecasting:
Trend Analysis: This method involves examining past workforce trends, such as turnover rates,
employee growth, and hiring patterns, to predict future workforce needs.
Workload Analysis: This technique involves analyzing the current workload of employees to
determine if additional staff is needed to meet organizational goals.
Managerial Estimates: Managers can provide insights into future workforce needs by analyzing the
current workforce and identifying potential gaps.
Succession Planning: This method involves identifying high-potential employees and developing
plans to ensure their readiness for future leadership positions.
Scenario Planning: Scenario planning involves developing multiple scenarios of possible future
business conditions and estimating the required workforce for each scenario.
Delphi Technique: This technique involves soliciting input from a panel of experts to develop a
consensus forecast of future workforce needs.
Statistical Analysis: This technique involves using statistical methods such as regression analysis
to forecast future workforce needs based on historical data and other relevant factors.
Database for Manpower forecasting-
To conduct effective manpower forecasting, organizations need to have access to relevant data to
inform their analysis. Here are some examples of databases that can be used for manpower
forecasting:
HR Information Systems (HRIS): HRIS databases contain data on current employees, including
their job titles, salaries, performance evaluations, and other relevant information. This data can be
used to analyze current workforce trends and forecast future workforce needs.
Applicant Tracking Systems (ATS): ATS databases contain information on job applicants, including
their resumes, qualifications, and interview results. This data can be used to analyze the talent pool
and forecast future recruitment needs.
Employee Surveys: Employee surveys can provide data on employee satisfaction, engagement,
and retention rates. This data can be used to identify potential retention issues and forecast future
workforce needs.
Industry Data: Industry databases such as the Bureau of Labor Statistics (BLS) and other
industry-specific sources can provide data on industry trends, including employment rates, workforce
demographics, and industry growth projections. This data can be used to forecast future workforce
needs in specific industries.
Recruitment and Selection Analytics-
Market Data: Market databases such as LinkedIn and other job posting platforms can provide data
on job postings, job titles, and skill requirements. This data can be used to analyze current job
market trends and forecast future workforce needs.
Recruitment and Selection Analytics-
Recruitment and selection analysis is the process of evaluating the effectiveness and efficiency of an
organization’s recruitment and selection processes. The analysis can help identify areas for improvement
and enhance the organization’s ability to attract and retain top talent.
Evaluating Reliability and validity of selection models-
Reliability and validity are two key concepts in evaluating the effectiveness of a selection model.
Here’s how to evaluate them:
Reliability: Reliability refers to the consistency and stability of the selection model. In other words, it
measures whether the model produces the same results over time and across different groups of
candidates. There are several ways to evaluate the reliability of a selection model, including:
Test-Retest Reliability: Administering the same selection test to the same group of candidates on
two different occasions and comparing the results.
Inter-Rater Reliability: Having different raters or interviewers rate or interview the same candidate
and comparing the results.
Internal Consistency Reliability: Measuring the consistency of the questions or items within a
selection test.
Validity: Validity refers to the accuracy and appropriateness of the selection model in measuring the
desired job-related knowledge, skills, and abilities (KSAs). In other words, it measures whether the
model accurately predicts job performance. There are several ways to evaluate the validity of a
selection model, including:
Content Validity: Ensuring that the selection model covers all the relevant KSAs required for the
job.
Criterion-Related Validity: Comparing the scores or results of the selection model with the actual
job performance of the selected candidates.
Construct Validity: Evaluating whether the selection model measures the underlying constructs or
traits related to job performance.
Finding out selection bias-
Selection bias occurs when the selection process favors or discriminates against certain groups of
candidates based on factors unrelated to their job performance. Here are some ways to identify
selection bias in a selection process:
Analyze the Selection Data: Conducting a statistical analysis of the selection data can help identify
patterns of bias. For example, comparing the selection rates of different demographic groups can
reveal if there are significant differences that cannot be explained by chance.
Conduct a Demographic Analysis: Analyzing the demographics of the applicant pool and the
selected candidates can help identify if certain groups are overrepresented or underrepresented.
This analysis can also help identify potential barriers to entry or advancement for certain groups.
Review the Selection Criteria: Reviewing the selection criteria and job requirements can help
identify if there are any biases or preferences that are unrelated to job performance. For example, if
a job requires physical strength but does not actually require it for the job duties, it could unfairly
exclude certain groups.
Evaluate the Selection Methods: Evaluating the effectiveness and fairness of the selection
methods can help identify if there are any biases or preferences that favor certain groups.
Gather Feedback from Candidates: Gathering feedback from candidates who were not selected
can help identify if they perceive any bias or discrimination in the selection process. This feedback
can also help identify areas for improvement in the selection process.
Predicting the performance and turnover-
Predicting the performance and turnover of employees is important for organizations to identify
potential high performers and reduce employee turnover. Here are some methods to predict
performance and turnover:
Employee Assessments: Employee assessments such as personality tests, cognitive ability tests,
and job-specific skills tests can help predict employee performance. These assessments can provide
valuable information about a candidate’s strengths, weaknesses, and potential for success in a given
role.
Performance Metrics: Tracking employee performance metrics such as sales, productivity, and
quality of work can help predict future performance. Looking at trends over time can identify high
performers and areas for improvement.
Supervisor Ratings: Collecting feedback from supervisors about employee performance and
potential can help predict future performance. Supervisors can provide insight into a candidate’s
ability to work well with others, take initiative, and solve problems.
Turnover Analysis: Analyzing employee turnover data can help predict future turnover rates.
Identifying patterns such as high turnover in certain departments or for certain job roles can help
identify areas for improvement.
Exit Interviews: Conducting exit interviews with departing employees can provide insight into why
employees are leaving and what changes could be made to reduce turnover. This information can be
used to make improvements to the work environment, management practices, or compensation and
benefits programs.
Overall, predicting employee performance and turnover is important for organizations to make
informed decisions about talent management and reduce costs associated with turnover.
UNIT-3
Predicting employee performance-
Predicting employee performance is an important part of talent management and can help
organizations identify high performers, develop talent, and make informed decisions about hiring and
promotion. Here are some methods to predict employee performance:
Employee Assessments: Employee assessments such as personality tests, cognitive ability tests,
and job-specific skills tests can help predict employee performance. These assessments can provide
valuable information about a candidate’s strengths, weaknesses, and potential for success in a given
role.
Past Performance: Looking at an employee’s past performance can provide insight into their
potential future performance. Performance reviews, metrics, and feedback from managers can help
identify high performers and areas for improvement.
Competency Frameworks: Competency frameworks define the knowledge, skills, and behaviors
required for success in a given role. Using competency frameworks to assess candidates can help
predict their potential for success in the role.
Job Simulations: Job simulations provide a realistic preview of what the job will be like and can
help predict how well a candidate will perform. This can include role plays, case studies, and other
exercises that simulate real-world scenarios.
Reference Checks: Checking references can provide insight into a candidate’s past performance,
work habits, and potential for success in the role. It is important to ask questions that are job-related
and relevant to the candidate’s potential for success in the role.
Overall, predicting employee performance requires a combination of methods that assess a
candidate’s skills, knowledge, and potential for success in the role
Training Requirement-
Identifying training requirements is an important part of talent management and can help
organizations develop and retain their workforce. Here are some steps to identify training
requirements:
Conduct a Skills Gap Analysis: A skills gap analysis can help identify where employees lack the
necessary skills or knowledge to perform their jobs effectively. This can be done through surveys,
interviews, or observations of employees on the job.
Review Job Descriptions: Reviewing job descriptions can help identify the required skills and
knowledge for each job role. This can help identify training needs for new hires, as well as existing
employees who may need additional training to perform their job effectively.
Assess Performance Reviews: Performance reviews can help identify areas for improvement and
where employees may need additional training or development. Feedback from managers and
colleagues can also be used to identify training needs.
Solicit Employee Feedback: Employees can provide valuable feedback on their own training
needs. Employee surveys or focus groups can be conducted to identify areas where employees feel
they need additional training or development.
Evaluating training and development-
Evaluating training and development initiatives is crucial for determining their effectiveness in
improving employee performance and achieving organizational goals. Here's a comprehensive
approach to evaluating training and development programs:

1. Define Objectives and Goals:

 ● Clearly outline the objectives and expected outcomes of the training program.
These goals should align with the organization's strategic priorities and address
specific performance gaps or skill development needs.

2. Identify Key Performance Indicators (KPIs):

● Determine relevant KPIs to measure the impact of training. These may include
metrics such as employee productivity, quality of work, time to proficiency,
employee engagement, retention rates, and ROI on training investments.

3. Pre-Training Assessment:

● Conduct assessments before training to establish a baseline of employee

knowledge, skills, and performance levels. This could involve surveys, skills tests,
performance evaluations, or interviews.

4. Training Delivery Evaluation:

● Assess the training delivery methods, content relevance, instructor effectiveness,

and participant engagement during the training sessions. Gather feedback from
participants through surveys, focus groups, or interviews.

5. Post-Training Assessments:

● After the training program, conduct assessments to measure changes in

employee knowledge, skills, and behavior. This could include post-training tests,
simulations, role-playing exercises, or on-the-job observations.

Analyzing and Classifying training needs-

Analyzing and classifying training needs is an important step in developing effective

training programs that address specific skills and knowledge gaps within an
organization.

Measuring training effectiveness

Measuring training effectiveness is an important step in evaluating the impact of training programs
and determining whether they are achieving their intended goals. Here are some steps to measure
training effectiveness:
Define Training Objectives: Define the objectives of the training program in terms of the skills and
knowledge that are expected to be gained by the participants. This will provide a clear basis for
measuring the effectiveness of the training program.
Collect Data: Collect data at each level of Kirkpatrick’s model to evaluate the effectiveness of the
training program. This can include participant feedback, assessments of learning outcomes,
observation of behavior change on the job, and analysis of business results.
Analyze Data: Analyze the data collected to determine the effectiveness of the training program.
This can involve comparing the results to the objectives of the training program, identifying areas of
improvement, and determining whether the program has achieved its intended goals.
Continuously Improve: Use the results of the analysis to continuously improve the training
program. This can involve adjusting the training content, methods, or delivery to better meet the
needs of the participants and achieve the objectives of the program.
Predicting training effectiveness and performance
Predicting training effectiveness and performance is important for organizations to ensure that they
are investing in the right training programs and to assess the impact of training on employee
performance. Here are some factors that can be used to predict training effectiveness and
performance:
Individual Characteristics: The characteristics of the individual can be a predictor of training
effectiveness and performance. These can include cognitive abilities, motivation, personality,
learning style, and prior experience.
Job Characteristics: The characteristics of the job can also be a predictor of training effectiveness
and performance. This can include the complexity of the job, the level of autonomy, the level of
support and resources, and the job requirements.
Training Design: The design of the training program can also impact its effectiveness and the
resulting performance. The effectiveness of training can be improved by designing the program to be
relevant to the job, using active learning techniques, providing feedback, and offering opportunities
for practice and application of the skills learned.
Organizational Support: The level of support from the organization can impact the effectiveness of
training and performance. This can include providing resources for training, encouraging and
recognizing the use of newly learned skills, and providing opportunities for employees to apply their
new skills.
Transfer of Training: The transfer of training refers to the extent to which the skills learned in
training are applied on the job. The transfer of training can be improved by designing the training
program to be relevant to the job, providing opportunities for practice, providing feedback, and
providing support for the use of newly learned skills.
Designing and compensation system-
Designing a compensation system involves creating a plan to attract, retain, and motivate
employees by providing fair and competitive compensation packages. Here are some steps to
design a compensation system:
Conduct a Job Analysis: Conduct a job analysis to determine the job requirements and the skills
and knowledge required for each position in the organization. This will help to ensure that the
compensation system is fair and equitable.
Establish Pay Structures: Establish pay structures for each position based on the job
requirements, market data, and internal equity considerations. This can involve creating a pay scale
or pay grades for each position.
Develop a Performance Management System: Develop a performance management system that
includes performance goals, metrics, and evaluations. This will help to link compensation to
performance and ensure that employees are rewarded for their contributions.
Consider Benefits and Perks: Consider the benefits and perks that will be offered to employees,
such as health insurance, retirement plans, paid time off, and other incentives. This will help to
ensure that the compensation package is competitive and attractive to employees.
Communicate the Compensation Plan: Communicate the compensation plan to employees so
that they understand how their compensation is determined and how they can earn additional
rewards for their performance. This will help to ensure that employees are motivated to perform at
their best.
Review and Adjust: Review and adjust the compensation plan periodically to ensure that it remains
competitive and effective. This can involve analyzing market data, reviewing employee performance,
and considering changes in the organization’s goals and objectives.
Factor affecting Compensation & Benefits
There are various factors that can affect an organization’s compensation and benefits programs.
Here are some of the key factors:
Industry: The industry in which the organization operates can affect the compensation and benefits
it offers. For example, some industries may have higher pay scales than others due to the nature of
the work or the level of competition for talent.
Geographic Location: The location of the organization can also affect compensation and benefits.
For example, organizations in large cities may need to offer higher salaries to attract and retain
talent due to the higher cost of living.
Size of the Organization: The size of the organization can also affect compensation and benefits.
Larger organizations may have more resources to offer more generous compensation and benefits
packages, while smaller organizations may need to be more cost-conscious.
Labor Market Conditions: The supply and demand for labor in the local or national labor market
can affect compensation and benefits. If there is a shortage of skilled workers in a particular industry
or geographic location, organizations may need to offer higher compensation and benefits to attract
and retain talent.
Organizational Culture: The culture of the organization can also affect compensation and benefits.
Some organizations may prioritize work-life balance or employee wellness and offer benefits such as
flexible work arrangements or gym memberships.
Competency scorecard
A competency scorecard is a tool used by organizations to measure the proficiency of their
employees in various competencies or skills. The scorecard typically includes a list of competencies
or skills that are required for a particular job or role, along with a rating system for each competency.
Here are the key components of a competency scorecard:
Competency List: The scorecard includes a list of competencies or skills that are required for a
particular job or role. This list is typically based on the job description and may be customized to fit
the specific needs of the organization.
Rating System: The scorecard includes a rating system for each competency. This system typically
ranges from 1-5, with 1 representing a beginner level of proficiency and 5 representing an expert
level of proficiency.
Self-Assessment: Employees are typically asked to assess their own proficiency in each
competency. This self-assessment provides a starting point for the evaluation process.
Manager Assessment: Managers or supervisors are asked to evaluate their employees’ proficiency
in each competency. This evaluation is typically based on the employee’s job performance and their
demonstration of the required skills.
Gap Analysis: The scorecard may include a gap analysis, which compares the employee’s
self-assessment to the manager’s assessment. This analysis can help to identify areas where the
employee may need additional training or development.

Development Plan: Based on the results of the assessment and gap analysis, a development plan
can be created for each employee. This plan may include training, mentoring, or other development
activities to help the employee improve their skills and proficiency.
UNIT-4
Monitoring impact of interventions: tracking impact of interventions
Monitoring the impact of interventions is essential to ensure that the intended outcomes are being
achieved and to identify areas where improvements can be made. Here are some key steps for
tracking the impact of interventions:
Establish Measurable Goals: The first step is to establish clear, measurable goals for the
intervention. This will help to define what success looks like and provide a basis for tracking
progress.
Identify Performance Indicators: Next, identify key performance indicators (KPIs) that can be used
to measure progress towards the goals. These KPIs should be specific, measurable, and relevant to
the goals.
Collect Data: Collect data on the KPIs on an ongoing basis to track progress. This data may come
from a variety of sources, including surveys, performance metrics, and other relevant data sources.
Analyze Data: Analyze the data to identify trends and patterns, and to determine whether the
intervention is having the desired impact. This may involve comparing the data to benchmarks or
historical data to identify changes.
Make Adjustments: Based on the results of the analysis, make any necessary adjustments to the
intervention. This may involve modifying the goals, changing the KPIs, or adjusting the intervention
itself to better achieve the desired outcomes.
Evaluating stress level
Evaluating stress levels is important to identify potential issues before they become serious health
problems. Here are some common methods used to evaluate stress levels:
Self-Reported Questionnaires: One of the most common methods to evaluate stress levels is
through self-reported questionnaires. These questionnaires ask individuals to rate their stress levels
based on a series of questions related to their personal and work lives. The most popular
self-reported questionnaire is the Perceived Stress Scale (PSS).
Physiological Measurements: Another method to evaluate stress levels is through physiological
measurements, such as heart rate, blood pressure, and cortisol levels. These measurements can
provide an objective assessment of an individual’s stress levels, although they may not necessarily
correlate with an individual’s subjective experience of stress.
Behavioral Observation: Behavioral observation involves observing an individual’s behavior for
signs of stress, such as changes in facial expressions, body language, or tone of voice. While this
method can be helpful, it can also be subjective and may not always be accurate.
Focus Groups: Focus groups involve bringing together a group of individuals to discuss their
experiences of stress. This method can provide a rich understanding of how stress affects different
individuals and can be helpful in identifying common stressors.
Workload Analysis: Workload analysis involves evaluating an individual’s workload and the
demands placed on them to identify potential sources of stress. This method can be particularly
useful in identifying stressors related to work and can inform interventions to reduce stress in the
workplace.

Value change
Value change refers to a shift in the fundamental beliefs and principles that guide an individual or
society’s behavior and decision-making. Values are deeply held beliefs that influence our attitudes,
behaviors, and actions. They are shaped by a wide range of factors, including cultural and social
norms, religion, education, and personal experiences.
Value change can occur at both the individual and societal level. At the individual level, value change
may be driven by personal experiences or changes in life circumstances, such as getting married,
having children, or experiencing a significant life event. It may also be influenced by exposure to
different cultures, beliefs, and worldviews through travel or education.
At the societal level, value change may be driven by broader social, political, and economic forces,
such as changes in technology, demographic shifts, or political upheaval. For example, social
movements such as the Civil Rights movement, LGBTQ+ rights movement, and environmental
movement have all played a role in driving value change at the societal level.
Value change can have significant implications for individuals, organizations, and society as a whole.
For individuals, value change can lead to personal growth, a greater sense of purpose, and changes
in behavior and decision-making. For organizations, value change can impact company culture,
employee morale, and brand reputation. At the societal level, value change can drive significant
social and political change, shaping policies and laws that affect the lives of millions of people.

As values are deeply ingrained and may be resistant to change, understanding the drivers of value
change and the processes by which values are formed and transformed is essential for individuals,
organizations, and societies to navigate and adapt to an ever-changing world.

Evaluation Mediation process

The mediation process is a method of resolving disputes or conflicts outside of court, with the help of
a neutral third-party mediator. The mediator’s role is to facilitate communication and negotiation
between the parties in order to help them reach a mutually acceptable resolution.
Here are the steps involved in evaluating the mediation process:
Pre-mediation assessment: Prior to beginning the mediation process, the mediator will conduct a
pre-mediation assessment to understand the nature and history of the dispute, as well as the parties
involved. This may involve interviews with the parties and a review of any relevant documents.
Mediation session: The mediation session typically begins with an opening statement by the
mediator, followed by each party presenting their side of the dispute. The mediator then facilitates
negotiation between the parties, working to find common ground and facilitate a resolution.
Agreement: If the parties are able to reach a resolution, the mediator will help them draft an
agreement outlining the terms of the resolution.
Follow-up: After the mediation session, the mediator may follow up with the parties to ensure that
the terms of the agreement are being upheld.
Evaluation: The effectiveness of the mediation process can be evaluated in several ways. One
common approach is to survey the parties involved to assess their satisfaction with the process and
the outcome. Another approach is to track the number of disputes that are successfully resolved
through mediation, as compared to those that go to court.
Moderation and interaction analysis
Moderation analysis and interaction analysis are statistical techniques used to understand the
relationships between variables and to identify whether the relationship between two variables is
dependent on a third variable.
Moderation analysis:
Moderation analysis is used to identify whether the relationship between two variables changes
depending on a third variable. In other words, it is used to determine if the relationship between two
variables is stronger or weaker under different levels of a third variable.
For example, suppose we are investigating the relationship between exercise and weight loss. A
moderation analysis might reveal that the relationship between exercise and weight loss is stronger
for people with high levels of motivation compared to those with low levels of motivation.
Interaction analysis:
Interaction analysis is used to identify the combined effect of two variables on a third variable. In
other words, it is used to determine whether the effect of one variable on a third variable depends on
the level of another variable.
For example, suppose we are investigating the relationship between education level and income. An
interaction analysis might reveal that the effect of education on income is stronger for people in
high-skill occupations compared to those in low-skill occupations.

In both moderation and interaction analysis, it is important to consider the strength and direction of
the relationships between the variables. By identifying how different variables interact with each
other, we can gain a deeper understanding of the factors that influence the outcome of interest.
UNIT-5

Applications of HR metrics
HR metrics, or human resource metrics, are measurements that are used to track and analyze
various aspects of HR operations and processes. Here are some common applications of HR
metrics:
Talent acquisition: HR metrics can be used to evaluate the effectiveness of talent acquisition
processes, including recruitment, onboarding, and employee retention. Metrics such as time-to-hire,
cost-per-hire, and turnover rate can help HR professionals make data-driven decisions to improve
their talent acquisition strategies.
Performance management: HR metrics can be used to measure employee performance, identify
areas for improvement, and set performance goals. Metrics such as employee productivity,
absenteeism rate, and performance appraisal ratings can provide valuable insights into employee
performance.
Learning and development: HR metrics can be used to evaluate the effectiveness of employee
training and development programs. Metrics such as training completion rates, training satisfaction
surveys, and skill assessments can help HR professionals identify areas for improvement and
measure the ROI of training investments.
Employee engagement: HR metrics can be used to measure employee engagement, job
satisfaction, and overall employee well-being. Metrics such as employee engagement surveys,
turnover rate, and absenteeism rate can help HR professionals identify areas for improvement and
implement initiatives to improve employee engagement.
Compensation and benefits: HR metrics can be used to evaluate the effectiveness of
compensation and benefits programs. Metrics such as total compensation cost, employee benefits
participation rate, and employee satisfaction surveys can help HR professionals evaluate the ROI of
compensation and benefits programs and identify areas for improvement.

Creating HR Dashboard: HR metrics, Types of HR metrics

Creating an HR dashboard is an effective way to track and monitor key HR metrics in real-time. An
HR dashboard is a visual display of key performance indicators (KPIs) and HR metrics that provide
insight into various HR functions and operations. Here are some common HR metrics and types of
HR metrics that can be included in an HR dashboard:
Talent acquisition metrics: These metrics focus on the effectiveness of the talent acquisition
process, including time-to-hire, cost-per-hire, source of hire, candidate experience, and
applicant-to-hire ratio.
Performance management metrics: These metrics focus on employee performance, including
employee productivity, absenteeism rate, performance appraisal ratings, and turnover rate.
Learning and development metrics: These metrics focus on the effectiveness of employee training
and development programs, including training completion rates, training satisfaction surveys, and
skill assessments.
Employee engagement metrics: These metrics focus on employee engagement, job satisfaction,
and overall employee well-being, including employee engagement surveys, turnover rate,
absenteeism rate, and employee net promoter score.
Compensation and benefits metrics: These metrics focus on the effectiveness of compensation
and benefits programs, including total compensation cost, employee benefits participation rate, and
employee satisfaction surveys.
Types of HR metrics:
Operational metrics: These metrics focus on the efficiency and effectiveness of HR operations, such
as time-to-hire, cost-per-hire, and employee turnover.
Financial metrics: These metrics focus on the financial impact of HR operations, such as
compensation cost, benefits cost, and training cost.
Compliance metrics: These metrics focus on HR compliance with legal and regulatory
requirements, such as diversity and inclusion metrics, equal employment opportunity (EEO) metrics,
and safety and health metrics.
Strategic metrics: These metrics focus on the alignment of HR operations with organizational goals
and objectives, such as employee engagement, talent retention, and workforce diversity.
By including a range of HR metrics in an HR dashboard, HR professionals can monitor key HR
functions and operations, identify areas for improvement, and make data-driven decisions to improve
the efficiency and effectiveness of their organization’s HR practices.
Dashboards: few key excel Add-ins/ Functions to help create dashboard, VLOOKUP, INDEX,
SUMIF, AVERAGEIF, and COUNTIF
Dashboards: few key excel Add-ins/ Functions to help create dashboard
Excel is a powerful tool for creating dashboards that allow you to quickly and easily visualize data in
a variety of ways. Here are a few key Excel add-ins and functions that can help you create effective
dashboards:
PivotTables: PivotTables are one of Excel’s most powerful features for analyzing and summarizing
large amounts of data. They allow you to quickly group and filter data, calculate subtotals and totals,
and create pivot charts to visualize your data.
Conditional formatting: Conditional formatting allows you to highlight important data points in your
dashboard by applying formatting rules based on specific criteria. For example, you can use
conditional formatting to highlight cells that contain values above or below a certain threshold, or to
color-code data based on its value or category.
Sparklines: Sparklines are tiny-charts that can be inserted into individual cells to give a quick visual
representation of your data. They are great for showing trends and patterns in your data, and can be
easily customized to match the style of your dashboard.
Data validation: Data validation allows you to control the types of data that can be entered into a
particular cell or range of cells. This can be useful for ensuring that data is entered correctly, and can
help prevent errors in your dashboard calculations.
Macros: Macros are small programs that can automate repetitive tasks in Excel, such as formatting
data or generating charts. They can be a powerful tool for creating custom dashboards that are
tailored to your specific needs.
Overall, by using these Excel add-ins and functions, you can create dynamic, interactive dashboards
that help you quickly analyze and make decisions based on your data.
VLOOKUP, INDEX, SUMIF, AVERAGEIF, and COUNTIF
VLOOKUP, INDEX, SUMIF, AVERAGEIF, and COUNTIF are all useful Excel functions that can be
used to analyze and manipulate data in a variety of ways. Here is a brief overview of each function:
VLOOKUP: VLOOKUP is a powerful function that allows you to search for a value in a table and
return a corresponding value from another column in the same table. This function is commonly
used to perform lookup operations in large datasets, and can be useful for creating dynamic
dashboards.
INDEX: INDEX is another useful function that allows you to retrieve a value from a specified location
within an array or range. Unlike VLOOKUP, INDEX is a more flexible function that can be used to
retrieve data from any position within a range, not just from a specific column.
SUMIF: SUMIF is a function that allows you to sum the values in a range based on a specific
condition. For example, you can use SUMIF to add up all the sales for a particular product, or to
calculate the total revenue generated by a particular region.
AVERAGEIF: AVERAGEIF is similar to SUMIF, but instead of adding up the values in a range, it
calculates the average value of the cells that meet a specified condition. This function can be useful
for calculating average scores or ratings in a dataset.

COUNTIF: COUNTIF is a function that allows you to count the number of cells in a range that meet a
specified condition. This function is useful for calculating the frequency of occurrences of a particular
value or category in a dataset.
Applications of Excel functions of creating HR dashboards
Excel functions can be extremely useful in creating HR dashboards, as they can help HR
professionals to quickly and easily analyze a variety of HR metrics and data. Here are some
examples of how Excel functions can be used in HR dashboards:
VLOOKUP: VLOOKUP can be used to create lookup tables for employee data, such as job titles,
department names, and manager names. This can be useful for analyzing HR data by department,
by job title, or by manager.
INDEX: INDEX can be used to retrieve specific data points from large datasets, such as employee
performance ratings, salary data, or benefits data. This can be useful for creating charts and graphs
that compare different HR metrics and trends.
SUMIF: SUMIF can be used to calculate the total number of employees in a particular department or
location, as well as the total number of hours worked, the total cost of benefits, or the total number of
job applicants for a particular position.
AVERAGEIF: AVERAGEIF can be used to calculate average salaries, performance ratings, or
benefits costs for different employee groups, such as managers, entry-level employees, or
employees in different departments.
COUNTIF: COUNTIF can be used to count the number of employees in each department, the
number of employees who have received a certain type of training or certification, or the number of
job applicants who meet certain criteria.
By using these Excel functions, HR professionals can create dynamic and interactive dashboards
that allow them to quickly and easily analyze HR data and metrics, identify trends and patterns, and
make informed decisions about HR policies and practices.

Story-boarding: Connecting the dots and Integrating the findings-

Storyboarding is an important process in data analysis that involves connecting the dots and
integrating the findings of your analysis into a coherent and meaningful narrative. The goal of
storyboarding is to create a compelling and engaging story that effectively communicates the
insights and implications of your data analysis to your audience. Here are some tips for effective
storyboarding:
Start with a clear message: Before you start storyboarding, it’s important to have a clear message
or thesis that you want to communicate to your audience. This message should be based on the
insights and implications of your data analysis, and should be framed in a way that resonates with
your audience’s interests and needs.
Identify key themes and patterns: Once you have your message, you can start to identify the key
themes and patterns that support it. This might involve looking for trends, correlations, or outliers in
your data, or identifying patterns in customer behavior or market trends.
Use visuals to support your story: Visuals such as charts, graphs, and infographics can be
powerful tools for communicating complex data in a simple and engaging way. When creating
visuals, it’s important to keep your message in mind and choose the most appropriate visual format
to support it.
Tell a story: Once you have your key themes and visuals, it’s time to tell a story. This means framing
your data analysis in a way that creates a narrative arc, with a clear beginning, middle, and end.
Your story should be structured in a way that builds suspense and anticipation, and that leads your
audience to your key message.
Conclude with a call to action: Finally, it’s important to conclude your story with a call to action that
encourages your audience to take action based on your insights. This might involve suggesting
specific next steps or recommendations, or inviting your audience to engage with your data analysis
in a deeper way.