WMBA6401 2022 November Discussions Latest (Full)

WMBA6401 Human Resource Analytics

Week 1 Discussion

History and Trends of HR Analytics

HR has evolved from mainly hiring and paying employees to being embedded within the organization’s strategic planning and implementation processes. Today, HR’s focus is more centered on aligning its functions with the organization to create and sustain a competitive advantage. This shift in HR has also created a need for HR professionals to understand analytics and utilize metrics for strategic planning and decision making. HR professionals also must be skilled in demonstrating the value of HR analytics in improving organizational effectiveness.

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:

Discuss the historical context of HR analytics.

Identify three current trends within HR analytics today.

Explain the impact of these three trends could have on organizational effectiveness and strategic planning. 

 

WMBA6401 Human Resource Analytics

Week 2 Discussion

The Strategic Value of HR Analytics

Alignment issues in organizations drive much of the organizational changes seen today. For example, if an organization wants to have its employees working in new and innovative ways, organizational leaders might recognize that the current organizational structure is not the most practical one for employees to work to their full capability or that the structure is bureaucratic. Or the organization may want to be aggressive, but its employees and its culture are averse to risk. These are examples of alignment challenges.

For this week’s Discussion, consider an organization you are familiar with and answer the questions below.

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:

Identify three metrics HR professionals can use to support organizational goals.

Explain how your chosen metrics can offer strategic value to the organization.

Illustrate how HR professionals can leverage human capital analytics to support organizational change.

 

WMBA6401 Human Resource Analytics

Week 3 Discussion

Metrics for HR Professionals

Once HR is well aligned with the company strategy, the next step is to look at specific metrics. Many things can be measured, but the measurement takes time and expense and may not add value to the organization. Useful measures should be something on which a company can take action. In some instances, the metric can become a target goal for the company to improve.

For this week’s Discussion, use the same organization you chose in Week 2 and answer the following:

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:

In a few sentences, recap the organization that you picked and briefly state its goals.

List two HR metrics that you picked for the company to examine that align with its goals and address how they should be reported (e.g., to whom, how often, and why.).

Explain the impact the two chosen metrics can have on the company and discuss any potential challenges the company should be aware of in putting the metric in place.

List two additional HR metrics that you considered and discarded as not a good pick for the company. Explain why.

 

WMBA6401 Human Resource Analytics

Week 4 Discussion

Understanding Turnover Metrics

Turnover impacts every other metric including recruiting, operating cost, and organizational effectiveness which make it a good metric to examine more closely. It is fairly easy to compute (although there are a few variations of the formula). The results can affect the company’s focus and changes can save the company from the high costs that come with employee replacement. It should be noted that not all turnover is bad turnover. Some employees leave voluntarily for reasons that have nothing to do with the company. Some employees may be terminated or leave because they are discouraged with a job that is not a good fit. In those cases the company’s turnover is not a reflection of an unhealthy organization, but rather a reflection of other circumstances. It is important to look at all available turnover data to determine what is causing the turnover and how the organization should respond moving forward.

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:

Explain why companies need turnover statistics.

Identify specific metrics companies should use when evaluating their employee turnover and retention rates.

Identify the areas outside of HR where turnover can have a negative impact.

Explain how turnover and retention metrics can be used as a strategic planning tool. 

 

 

 

 

 

WMBA6401 Human Resource Analytics

Week 5 Discussion

Data Misrepresentation

Just because we’re legally allowed to analyze certain types of employee data doesn’t mean we always will.

—Alan Wild VP of Human Resources, IBM 

Well-intentioned people can have different opinions about what is right versus what is wrong and, therefore, are sometimes faced with “ethical dilemmas.” Such ethical dilemmas can come up in all phases when using HR analytics. For example, when developing HR metrics, you might feel pressure to design metrics that are measurable even though they are not the most appropriate metric for your organization. Or, when reporting analytics, you might be tempted to highlight the positive aspects of HR functions and not discuss the negative aspects.

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:

How might an HR professional misrepresent data for his/her benefit, and why?

Identify one ethical concerns that might emerge as a result of misrepresented data? Be sure to address the possible impact each concern has on both the individual and the organization.

Are there any instances when it may be acceptable to reframe or manipulate the data? Explain why or why not.

How might an HR professional ensure he/she avoids data misrepresentation to his or her strategic partners?

 

WMBA6401 Human Resource Analytics

Week 6 Discussion

Causation and Correlation

Statistical tools can provide practical ways to interpret the world around us. With practice, even a very basic understanding of statistical concepts can be applied very quickly to draw useful connections between variables.

Consider the variable pair of employee engagement and employee performance. Assume for this discussion that the correlation between these variables is .67 where 1.0 is a perfect correlation. Then address the Following:

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:

Define the concepts of causation and correlation.

Explain why the variable pair may correlate and have a causal relationship. Also, explain why they may not have a causal relationship.

How might you investigate whether there is a causal relationship between engagement and performance?

 

 

 

WMBA6401 Human Resource Analytics

Week 7 Discussion

HR Scorecard/Dashboard

The course resources discuss a number of important benefits from utilizing an HR Scorecard/Dashboard, including controlling cost and creating value. Continuous management of the HR Scorecard/Dashboard can contribute to the organization’s focus on strategy as long as the HR team can confidently identify and communicate to their business partners what is of value on the data. In addition, it will aid in employees being knowledgeable about how HR-related activities meet the organizational strategy. Keep in mind that organizations are dynamic, and if the organization’s performance drivers change, the HR Scorecard/Dashboard may have to shift as well. In other words, the HR Scorecard/Dashboard is fluid. The HR Scorecard/Dashboard should encourage flexibility and changes that are often needed to meet the organizational pressures. In fact, many times HR will lead that effort by creating a new program or process to meet particular pressures which providing informational continuity to allow for the identification of trends and taking actions based upon such trends.

For this Discussion, you will provide a balanced critique of the value of an HR Scorecard/Dashboard. Using the same organization you discussed in Weeks 2 and 3, answer the following as if you were developing HR-driven metrics. For this Discussion, you will assume an HR Scorecard/Dashboard approach.

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:

What are the benefits of implementing an HR Scorecard/Dashboard. Should it be balanced? Why or why not?

Identify at least two possible competitive advantages that might result from using an HR Scorecard/Dashboard.

List two challenges of creating a Scorecard/Dashboard propose a strategy for overcoming these challenges.

Note: An HR balanced Scorecard/Dashboard is not the same as a company balanced Scorecard/Dashboard.

 

WMBA6401 Human Resource Analytics

Week 8 Discussion

Communicating Metrics for Change

You are an HR professional working in the HR department at Global Protech and you have been charged with looking at the effectiveness and related expenses for the organizations current hiring practices. You will look at several metrics and then make a presentation to the HR department with any recommended changes based on the data you found. Discuss how you would address the questions below in your presentation to the HR department.

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:

Discuss two metrics you would use to determine the effectiveness and expenses related to the organization’s hiring practices.

Explain how these metrics would be used.

Evaluate possible data sources for these metrics.

Evaluate one strategy you would recommend to your  department to help communicate a change in the organization’s hiring practices

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