Today

• Recap assessment
• Provide additional assessment support
• Open the floor to questions
• Overview of the rest of the module…
 • 3,000-word report
• Based on an organisation you are familiar with
• You need to:
• Identify people analytics needed in an
organisation of your choosing.
• Outline the existing data used and assess the

Assessment limitations of this data.

• Outline how, theoretically, people analytics
that might aid the organisation overcome the
identified issues.
• Outline how data can be collected and used in
order for people analytics to take place.
• Explain how the proposed data can be
analysed and how the results of the analysis
can inform HR policy and decision making.
Your Organisation…

• One you are familiar with…

• YOU DO NOT NEED TO COLLECT OR FIND ANY
DATA!!!!!!!
• Provide some background to the organisation to
provide context. Consider – size, structure,
culture, location, purpose/mission.
• What typical people management / HR issues is
this organisation facing?
• Issues to consider – recruitment, employee
turnover, engagement, performance, absence…
Possible issues…
 Reducing employee turnover, e.g., analysing data such as data on employee demographics, tenure, job
roles, performance evaluations, engagement survey results, exit interviews, and any other relevant
metrics. Analyse this data to find patterns/trends associated with turnover. Utilise predictive analytics to
forecast which employees are at higher risk of leaving based on historical data and current trends.

 Enhancing employee engagement, e.g., Analyse survey data, performance metrics, and employee
feedback to identify factors influencing engagement levels. Utilise predictive analytics to forecast
engagement trends and develop targeted interventions, such as training programs, recognition
initiatives, or changes in leadership practices.

 Talent acquisition: Improving recruitment. E.g., utilise data from applicant tracking systems, job boards,
and hiring outcomes to optimise recruitment strategies. Analyse candidate sourcing channels, screening
criteria, and hiring manager feedback to identify the most effective recruitment methods. Use predictive
modeling to forecast future hiring needs and talent gaps.
What you need to do…
Provide the context
(pick an organisation)
What people analytics are
currently used to understand this
issue? (You can make
assumptions here!) – Evaluate!
Demonstrate the ability to
identify HR issues
How can people analytics help
find a solution to the issue?
What data is needed?
How can data help to inform and
develop recommendations?
Using theory, how can people
analytics help
diagnose/determine/investigate
what is causing the issue?
How can this data collection be
implemented?
What about practical implications
and limitations?
SUGGESTED structure…
• Introduction:
• Introduction to organisation and the HR Issue
• Introduction to people analytics (the purpose and importance in general).
• Structural overview of the report.
• Current situation and theory:
• What is the impact of this issue?
• What is the organisation doing about this issue?
• What data are they currently using (you can make assumptions here based on the information they are reporting)?
• What are the pros and cons of current situation?
• What does the theory say about this? What options exist? How could people analytics help overcome this issue?
• Here you want to start developing ideas from the literature…
• Practical implementation of ideas:
• What data should the organisation collect?
• How should the organisation collect the data?
• What needs to be considered during the collection and use of data? (ethical and legal considerations?)
• How can the organisation ensure the data is reliable and valid (and free of bias?)
• Analysis of data and conclusion
• Any issues with this implementation plan? (ethical and legal in particular… manager bias and/or skill required and the ramifications of data being invalid or
unreliable? – and so highlighting the need to overcome these issues and considering how we can overcome these issues).
• How can the data be used? – to inform policy and practice and address the issue?
• How can we monitor the implementation?
• How does it help overcome the issue identified?

• Link back to your organisation throughout – use this to challenge and question the literature.
• Integrate theory and support your points throughout the whole report.
Let’s look
at a past
paper…