LESSON PLAN LP – HRA

Sub Name : HR ANALYTICS

Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

6.2.8/2023/MBA/TL/SM/LP
UNIT 1 :HR Analytic in Perspective: Role of Analytic s, Defining HR Analytic s,
HR Analytic s: The Third Wave for HR value creation, HR Measurement journey
in tune with HR maturity journey Understanding the organizational system
(Lean) , Locating the HR challenge in the system , Valuing HR Analytic s in the
organizational system, Typical problems. Case Studies

Date of
Session completion
No Topics to be covered

01 Concept of HRA 1-5-2023

02 Role of Analytic s 3-5-2023

03 Defining HR Analytic s 5-5-2023

04 The third wave for HR Value creation 6-5-2023

05 HR Measurement journey in tune with HR maturity journey 8-5-2023

06 LEAN 10-5-2023

07 Locating the HR challenges in the system 12-5-2023

08 Valuating HR Analytic s 13-5-2023

09 Typical problems 15-5-2023

10 Revision & Case Study 17-5-2023

UNIT 2 :HRA Frameworks: Current approaches to measuring HR and reporting value from
HR contributions, Strategic HR Metrics versus Bench-marking, HR Scorecards & Workforce
Scorecards and how they are different from HR Analytic s, HR Maturity Framework: From
level 1 to level 5, HR Analytic s Frameworks: (a) LAMP framework; (b) HCM:21 Framework
and (c)Talent ship Framework , 5 overarching components of an effective Analytic s
framework.
Session Date of
Topics to be covered completion
No
Current approaches to measuring HR and reporting value
11 19-5-2023
from HR contributions

12 Strategic HR Metrics versus Bench-marking, 20-5-2023

13 HR Scorecards & Workforce Scorecard 22-5-2023
 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

14 Different from HR Analytic s 24-5-2023

15 HR Maturity Framework:level 1 to level 5 26-5-2023

16 LAMP framework; 27-5-2023

17 HCM:21 Framework and Talent ship Framework 29-5-2023

5 overarching components of an effective Analytic s

18 30-5-2023
framework.

19 Revision & Case Study 31-5-2023

UNIT 3 : Basics of HR Analytic s: Basics of HR Analytic s, what is Analytic s, Evolution,

Analytical capabilities, Analytic value chain, Analytical Model, Typical application of HR
analytics. Insight into Data Driven HRA: Typical data sources, Typical questions faced
(survey), Typical data issues, Connecting HR Analytics to business benefit (case studies),
Techniques for establishing questions, Building support and interest, Obtaining data,
Cleaning data (exercise), Supplementing data.

Session Date of completion

No Topics to be covered
20 Basics of HR Analytic s, 2-6-2023

21 what is Analytic s, Evolution, Analytical capabilities 3-6-2023

22 Analytic value chain 5-6-2023

23 Analytical Model 7-6-2023

24 Typical application of HR analytic s 9-6-2023

25 Typical data sources 12-6-2023

26 Typical questions faced (survey) 14-6-2023

27 Typical data issues 16-6-2023

 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

28 Connecting HR Analytic s to business benefit (case studies) 19-6-2023

29 Techniques for establishing questions,Building support and 21-6-2023

interest,
30 Obtaining data, Cleaning data (exercise), Supplementing 23-6-2023
data.
31 Revision & Case Study 24-6-2023

UNIT 4 : HR Metrics: Defining metrics, Demographics, data sources and requirements,

Types of data, tying data sets together, Difficulties in obtaining data, ethics of measurement
and evaluation. Human capital analytics continuum. HR Dashboards: Statistical software
used for HR analytics: MS-Excel, IBM- SPSS, IBMAMOS, SAS, and R programming and
data visualization tools such as Tableau, Ploty, Click view and Fusion Charts.
Session Date of completion
Topics to be covered
No
32 Defining metrics 11-7-2023

33 Demographics, data sources and requirements, 12-7-2023

34 Types of data, 14-7-2023

35 tying data sets together 15-7-2023

36 Difficulties in obtaining data, ethics of measurement and 17-7-2023

evaluation
37 Human capital analytics continuum. 19-7-2023

38 Statistical software used for HR analytics 21-7-2023

39 MS-Excel, IBM- SPSS, IBMAMOS, SAS, and R 24-7-2023

programming
40 Revision & Case Study 26-7-2023

UNIT 5 :HR Scorecard: Assessing HR Program, engagement and Turnover, Finding money
in Analytics, Linking HR Data to operational performance, HR Data and stock performance.
Creating HR Scorecard, develop an HR measurement system, guidelines for implementing a
HR Scorecard
 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

Session Date of
No Topics to be covered completion

41 Introduction of HR Scorecard 28-7-2023

42 Assessing HR Program 31-7-2023

engagement and Turnover 2-8-2023

43
Finding money in Analytics 4-8-2023
44

45 Linking HR Data to operational performance 7-8-2023

46 HR Data and stock performance. 11-8-2023

47 Creating HR Scorecard 14-8-2023

48 develop an HR measurement system, 16-8-2023

49 guidelines for implementing a HR Scorecard 18-8-2023

50 Case Study 21-8-2023

51 Revision -I 23-8-2023

52 Revision -II 25-8-2023

53 Revision -III 28-8-2023

REFERENCES:
1. The HR Scorecard: Linking People, Strategy, and Performance, by Brian E. Becker, Mark
A. Huselid, Mark A Huselid, David Ulrich, 2001.

2. HR Analytics: The What, Why and How, by Tracey Smith

3. The New HR Analytics: Predicting the Economic Value of Your Company's Human By
Jac FITZ-ENZ, 2010.

Course Delivery Plan:

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
Week
 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

Unit 1 1 1 2 2 2 3 3 3 4 4 4 5 5 5 5

Prepared by Approved by
SIGNATURE
Name M.ARUNA Dr. T. MARY JONES
Designation Assistant Professor Assoc. Professor & HOD
Date 01/05/2023 01/05/2023

FACULTY HOD
 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

HR Metrics: Definition, advantages, examples, and what to measure

Strategic HR is gaining popularity along with HR automation. They go hand-in-hand when

it comes to building sustainable businesses around the world. HR metrics are a way to assess
the functioning of several employee aspects and how smoothly they are running. 

HR metrics

Before I explain it, I want to tell you that to make a real impact on your organization, you
need to start having relevant metrics at your workplace. For example, Performance
metrics, HR metrics, and more. 

HR Metrics Meaning 

One of the main divisions in any business organization, the human resource (HR), is an
integral asset towards the path of success. It helps in managing the workforce who
themselves are responsible for almost everything that happens in a business. It’s a tough
realization for an organization to understand that their success depends upon the performance
of their employees. In a world that changes constantly, every organization needs specific HR
metrics and benchmarking to make sure employees are performing at their peak. Also, all
functions like payroll, attendance, timesheet management, etc., are running smoothly. These
outlines are known as HR metrics.  

What do HR Metrics measure? 

HR metrics and workforce analytics work together. They measure a variety of functions at

a workplace. It includes the time taken to complete jobs, quality of work, employee
satisfaction, employee wellbeing, employee utilization, etc. By establishing clear HR
 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

metrics, businesses can ensure clear goals for the organization according to everyone’s
requirements. 

Here’s how HR metrics help organizations 

They help the management in tracking the productivity of employees. They also identify
training gaps, so support can be provided to keep the performance levels intact. Human
Resource Metrics are quite beneficial in ensuring that the workers have everything they need
to work towards fulfilling their goals in the organization. It leads to success for the entire
business. Further, HR metrics keep workers motivated. They help in understanding the
challenges employees are facing and also in solving them in time. Pulse surveys, etc., help in
understanding whether employees are content with their job and facing no troubles at work.  

HR key metrics play a significant role in developing a sustainable work environment for the
workforce to aid greater efficiency and productivity.

HR Metrics Examples 

Irrespective of the size of your organization, these HR metrics will always be relevant for the
success of any business. The HR metric list includes:  

Employee Satisfaction 

It shows whether employees would recommend their organization as a good place to work.
Higher the rate, the happier is the workforce. 

Total Turnover Rate  

 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

This rate calculates the number of employees who leave the company divided by the total
number of employees, within a given time. Usually indicated as a percentage.  

Voluntary Turnover Rate  

This rate shows the turnover rate including just the employees who left the organization
voluntarily. 

Headcount  

The total number of employees in the organization or a specific department. 

Demographics  

This metric describes different characteristics of the workforce. It includes age, gender,
education level, length of service in the company, etc.  

Time to Hire  

The total days it took to hire a job applicant after listing the job out on platforms and the
company website. A key metric in the list of HR metrics for recruitment.  

Talent Turnover Rate  

This metric depicts the turnover rate among the top performers and high potential
employees. 
 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

Retention Rate  

A key metric. It shows the number of employees who stayed in the organization over a period
divided by the total number of employees. It is considered a key indicator of organizational
culture.  

Acceptance Rate  

It shows how many candidates have accepted the offer in comparison to the total number of
offer letters extended by the organization. 

Cost per Hire  

For any company, it is the average cost of hiring a new employee. 

Absence Rate  

This rate is the number of days an employee is absent from work without any prior notice. It
does not include already approved leave for a while.  

Overtime Hours  

Each employee has fixed work hours at their job for which they get paid. Overtime is the
number of extra hours worked by employees in a given period. 

Revenue per Employee  

 LESSON PLAN LP – HRA
Sub Name : HR ANALYTICS
Date: 01-05-2023
Branch: MBA
Year : II Semester: IV Section: A

The ratio of the total amount of revenue generated in a cycle is divided by the total number of
employees in the organization.  

Training Expenses per Employee  

At every organization, employees require training and support. Here is a metric that measures
the total cost of the organization’s training programs, divided by the total number of
participating employees. 

Training Completion Rate  

It is the number of employees who complete every module of a training program. It is often
derived as a percentage. 

Conclusion 

There are more HR metrics apart from the ones mentioned above in this blog. Their
importance is unquestioned, especially if you want to make data-driven decisions backed by
evidence. All of it is for the benefit of your employees and the company. The right metrics
depend on factors such as the size of the workforce, budget, time, resources, etc. Whatever
you may have, collecting data manually isn’t a fun task. Leave that to an able HRMS
like Keka. Get a centralized HR metrics dashboard and focus purely on making strategic
decisions.