Day 2

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Questions and Answers

What has been the traditional focus of HR according to the content?

Innovative recruitment strategies

Administrative tasks and compliance (correct)

Employee development and training

Workplace culture enhancement

Which of the following is NOT a specialized function of traditional HR practices?

Hiring and firing processes

Employee training programs (correct)

Payroll processing

Compliance with labor laws

What is a limitation of the traditional HR mindset as described?

Focus on employee engagement

Integration of technology in HR processes

Broad scope of employee involvement

Emphasis on compliance and administrative tasks (correct)

Which of the following activities falls under the scope of traditional HR?

Managing terminations and layoffs Signup and view all the answers

Which function of traditional HR involves ensuring adherence to job-related policies?

Employee compliance Signup and view all the answers

What type of insights does the Descriptive analysis provide?

Information on what has previously happened Signup and view all the answers

Which questions are addressed by the Predictive analysis?

What will happen? Signup and view all the answers

What is a primary focus of the Prescriptive analysis?

Providing actions to solve business challenges Signup and view all the answers

Which of the following is an example of Diagnostic analysis?

Assessing the impact of weather on absenteeism Signup and view all the answers

What is typically the outcome of the Actionable Insights process?

Identifying ideal recruitment strategies Signup and view all the answers

What is the primary goal of the HR Director in wanting to use data?

To start being a 'data-driven' decision maker Signup and view all the answers

What specific data categorization does the HR Director want to see?

Current employee count by City, Department, Level, Business Unit and Store Signup and view all the answers

Which tool is suggested for creating the initial dashboard?

Excel or Power BI Signup and view all the answers

Which employee level categories are considered in the data analysis?

Executive and Non-Executive Signup and view all the answers

What is the relationship between employees hired and employees left?

Employees hired is greater than employees left. Signup and view all the answers

What aspect is NOT mentioned in the outcomes of people analytics?

Employee Satisfaction Signup and view all the answers

Which area contributes to business performance based on the provided content?

Workforce Experiences Signup and view all the answers

What is the primary focus of analytics culture as described?

Building awareness Signup and view all the answers

In terms of societal value, what aspect might people analytics aim to improve?

Community relations Signup and view all the answers

What is implied about the workforce experiences in people analytics?

They are likely to enhance overall job satisfaction. Signup and view all the answers

Which of the following best describes the current workforce mentioned?

It consists of multi-generational work teams. Signup and view all the answers

What are organizations expected to provide in terms of employee training?

Microlearning and just-in-time learning opportunities. Signup and view all the answers

Which concept emphasizes the need for personalization in understanding employees?

Segmentation and personal experience. Signup and view all the answers

What is a key expectation of leaders regarding workforce dynamics?

Leaders must demonstrate accountability and transparency. Signup and view all the answers

What do organizations aim for in their operations, as highlighted in the content?

More value for fewer resources. Signup and view all the answers

Which option is NOT part of the BIG 4 attributes mentioned?

Cost-cutting Signup and view all the answers

What is the key focus of people analytics?

Measuring human resources activities and outcomes Signup and view all the answers

Which of the following is NOT typically a function of predictive analytics?

Conducting qualitative assessments Signup and view all the answers

In people analytics, which aspect does advanced analytics typically focus on?

Machine learning and AI techniques Signup and view all the answers

Study Notes

Introduction to HR Organizations and People Analytics

HR is an integral part of an organization, managing the workforce and employee lifecycle.
The presentation outlines the evolution of HR from administrative functions to a strategic partnership focused on talent.

The presentation covers HR today, disruptions in HR, and how people analytics can be utilized within companies.
It also discusses the maturity model for analytics and the systematic study of people data.
Practical application will leverage figures and data.

What is HR Today?

HR encompasses a range of activities, from recruitment and onboarding to compensation and development.
HR has a role in designing a positive and engaging experience for all employees throughout their lifecycle.
The diagram visually displays the key stages of the employee lifecycle.

Evolution of HR

HR has transitioned from a focus on administrative tasks to a more strategic role.
From 1980 to the 1990s, HR's focus evolved from personnel administration to strategic human resources management.
During the 2020s, HR emphasizes value, experience, and broad scope of responsibility.

Personnel Administration

Before 1980, HR focused primarily on administrative tasks like payroll, compliance, and employee records.
This period emphasizes compliance and administrative processes in employee relations.

Human Resources (Between 80-90s)

HR expanded beyond administrative tasks to include engagement, employee well-being, and attracting top talent.
The scope of activities enlarged into talent acquisition and retention strategies.
Performance Management became forward-looking, focused on improving future performance.

Strategic HR (After 90's)

HR's role broadened into strategic partnership, aligning with the evolving needs of the business.
HR became involved in globalization, technology, automation, data, and customer focus, and corporate culture.
Talent management and alignment with organizational goals emphasized.

Future HR, Future of Work (2020s)

The future of HR includes a hybrid or remote model, focusing on business growth, and contribution.
Wellbeing and work-life balance, along with DEI initiatives, are crucial to attracting and maintaining top talent.
Automation of tasks allows for better use of time for HR professionals focused on strategic tasks.

HR Disrupted

The business world has changed dramatically, requiring new HR approaches.
Technology, competition, and the nature of work have required a transformation.
Organizations, companies, the workforce, and even the public demand adaptability, critical behavior from leaders, and structural changes.

HR Disrupted (Lucy Adams)

Traditional management methods are no longer sufficient to navigate the current business landscape, thus the need for disruption.
Technology transformation, competitors changing, collaborative and networked environment, structural changes of organizations and corporations, the evolving workforce and the rising public scrutiny makes an HR disruption necessary.

HR Disrupted (BIG-4 Model)

The most important factors in HR disruption are collaboration, agility, innovation, and productivity.
The model of adults, consumers, and human beings helps analyze the aspects of employees' thinking, feeling, behaviors, and communication.

HR Disrupted (Consumers)

HR must now treat employees as consumers, understanding their needs and desires to retain and attract them.
Employ data-driven insights to understand employees and personalize and target retention strategies, segmentation, and personalization.
Employee Experience is a key aspect for HR now in order to enhance growth and productivity.

HR Disrupted (Human Beings)

HR should now focus on understanding employees and their behavior and using effective communication to achieve overall success.
Compensation and learning programs should focus on matching people's needs rather than traditional forms and programs.

What is People Analytics?

People analytics involves analyzing employee and workforce data for insights that drive improved business performance.
Understanding employee knowledge, behaviors, engagement, productivity, and retention are areas of critical emphasis, and analysis.

People Analytics...

People analytics supports decision-making, replaces intuition with data, automates HR procedures, enhances employee comprehension, drives organizational objectives and precise recommendations.

How is People Analytics Bringing Value to Organizations?

People analytics provides insights into workforce processes and decision-making, enabling leaders to make data-driven decisions.
It guides employee growth and career development, helping them align with company needs and goals, and improves visibility into employee well-being and voice.
It also helps in creating caring approaches to employees.

What are the Challenges We Are Trying to Solve?

Determining why employees leave, enhancing employee engagement and retention and attracting the best talent.
Determining what behaviors drive higher employee satisfaction and how best to utilize collaboration to maximize results.

People Analytics Maturity Model

This model categorizes the use of people analytics from a descriptive to a complex analysis of the data and outcomes.
This section identifies different levels of use of data in identifying, understanding and acting on it.

People Analytics Activities

Activities such as Dashboards & Reporting, KPI & Metrics, Predictive Analytics, and Advanced Analytics & AI are utilized to understand and support data insights and create actionable plans.

People Analytics Outcomes

Outcomes include workforce experience, a positive and engaging workplace culture, business performance and societal value through factors like inclusion and equality, diversity and equity.

Evolution of People Analytics

People analytics has evolved through several stages, including discovery, realization, innovation, value creation, and finally, excellence.
2020 was identified as a pivot year in the evolution of people analytics and emphasis in driving value through the use of data.

Evolution of People Analytics: The Shift in HR People

The change in the nature of HR and roles involved to embrace People Analytics and Data.
The illustration shows a transition from data reporting to a decision-driven model.

Practice of the Day

The practice of the day is understanding how to start using data in HR to improve decisions.
The focus is on the practical application of using data to inform decisions within an organization.

Starting with Figures & Data

This section focuses on practical application focusing on gathering and using data.
The section details how to begin a journey to be data-informed using figures, data points and examples, and answers to questions on how to leverage and utilize the data provided in companies.

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Description

This quiz explores the evolution of HR from administrative roles to strategic partnerships through the lens of people analytics. Participants will learn about the key functions of HR today, disruptions in the field, and how to effectively utilize people data to enhance workforce management. Understand the employee lifecycle and the practical applications of analytics in HR.