Three Levels of Sophistication in HR Analytics
Reading:
Cascio, W. F., & Boudreau, J. W., & Fink, A. A. (2019). Investing in People (3rd edition). Pearson Education: Upper Saddle River, NJ. Chapter 2.
Rockwood, K. (2023). Hidden figures. HR Magazine, Summer, 1-5.
(Optional) Schwab, D. P. (2004). Research Methods for Organizational Studies. Lawrence Erlbaum Associates: Mahwah, NJ. (Chapter 1)
Assignment:
1. Consider both the Cascio, Boudeau, & Fink chapter, as well as your Mr. Macky’s dataset. Looking at the data which you have access to, describe metrics that you could conceivably measure that represent the three levels of sophistication in HR Analytics (reporting, metrics, and insight & influence; so, you need to come up with three different metrics). Note that you do not have to actually create the metrics, but come up with metrics that (with perhaps enough time) you could probably create given the data to which you have access.
2. Describe a relationship within the dataset that (1) you think represents a causal relationship, and (2) a relationship that think may exist (i.e., you would expect a correlation) but it NOT causal.
3. How comfortable are you with Excel in general? How comfortable are you with pivot tables and filtering specifically? How comfortable are you with running and interpreting regression?
4. Look at your Mr. Macky’s human resource information system (HRIS). See how many of the following questions you can answer in 20 minutes.
Note: Please time yourself. You will not lose any points for not completing all of the questions. The purpose of this question is for me to assess how well people in the class can address these sort of HR Analytical questions).
a. How many different stores does Mr. Macky’s have?
b. How many employees at a medium market store?
c. How many employees at a large market store?
d. How many employees left the organization in 2022?
e. How many assistant managers left the company in each year (2017-2022)?
f. What store has the highest job satisfaction of their non-exempt employees in 2022?
g. What is the mean, standard deviation, minimum, and maximum of manager’s pay in 2022?
h. What store had the biggest increase in sales from 2021 to 2022?
Reading Assignment #2
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Cascio, Boudreau, Fink (2019), and Rockwood (2023) identified three HR analytics sophistication stages: reporting, measurement, and insight influence. The levels provide diverse insights, from primary data to advanced statistical analysis. Mr. Macky's dataset can be used to calculate the following metrics: Reporting. At the most fundamental level, descriptive analytics are used. According to Cascio et al. (2019), "Employee Turnover Rate" is a core indicator we may extract from the dataset. This would require a simple estimate of the number of people left during a specific period, providing an instantaneous assessment of organizational health and stability. Metrics. Individuals could further use diagnostic analytics to understand why specific trends have formed. According to the research conducted by Rockwood (2023), it is possible to develop a metric called "Time-to-Fill" that calculates the average time required to fill a vacant position. This indicator would show how effective and efficient the hiring process was. Insight and Influence. Predictive