Devin Harris

HRM-7600-MB900

Written Assignment 1

March 10, 2024

In the field of human resources, employees are described as well as the department that

is responsible for handling all employees' concerns. It is therefore important to study human

resource management to find, screen, recruit, train, and administer job candidates and

employee benefits. Taking this course exposes students to a variety of ways to manage people,

which is beneficial to them. In order for an organization to be successful, it must have the right

talent. Human resource management allows employees to be positioned and paid for the right

jobs; ensuring job satisfaction is crucial to retention. In order for an organization to succeed,

employees must be satisfied with their jobs so they can focus on their work. As a result, the

company will face high turnover among its staff and the wrong fit in terms of the job, resulting

in the inability to accomplish business goals.

Organizational competitiveness is an instrumental goal of HRM, primarily necessitating

efficient utilization of resources, including employees, by providing them with training and

benefits, aligned with the company's objectives. They must be diligent in their hiring practices,

employing only the most qualified applicants to ensure productive work. Furthermore, HR is

responsible for complying with legal and social obligations since companies have to behave

ethically and morally. Furthermore, they strive to provide their employees with opportunities or
ask them what they need in order to look after their wellbeing and growth. The best way to

retain your top talent and improve performance is to make them feel important and

appreciated.

The utilization of HR data analytics has proven to be a valuable asset in modern human

resources management, allowing for the identification of patterns and trends, informed

decision-making, and improved bottom line. Identifying patterns and trends in employee data

can help organizations make more informed decisions, which can improve their bottom line.

Nevertheless, ethical considerations must always be taken into account when using any

powerful data analytics tool. Our article explores the ethics of HR data analytics, including issues

regarding data privacy, discrimination, and bias, as well as best practices.

HR data analytics involves gathering, analyzing, and understanding employee data,

enabling informed decision-making for HR processes and practices. A few examples of HR data

analytics are: Identifying the most effective employee retention strategies; Predicting which

employees are most likely to succeed in a role; Identifying the factors that contribute to

employee satisfaction (Teamnest, n.d.). There are several sources of this data, including

employee surveys, performance metrics, and social media posts. A company can make data-

driven decisions using HR data analytics that improve its bottom line, boost employee

satisfaction, and increase productivity by analyzing employee data. However, ethical

considerations must be taken into account, such as privacy issues, discrimination issues, and

biases, when using HR data analytics.

 “The future performance of the firms depends upon the employees of the firm, and

their levels of satisfaction. The growth and proliferation of the organization can be seen through

operational betterment and heightening of the job efficiencies. With the achievement of such

improved levels of job satisfaction, there can be a dramatic decrease in the employee turnover

at the companies (Abate, Schaefer & Pavone, 2018). Such an aspect could be seen to further

recruit a larger number of employees, with an expansion of the profit margin. The increase in

the future financial performance would therefore be achieved through the extension of a

collaborative working environment, promotion of the job prospectus, and the overall

achievement in professional and personal development” (Bargavi, 2023).

“Using published resources is one source of such information. Interviewing people and

analyzing data are also critical. Fuld believes that because business transactions generate

information, which flows into the public domain, one can locate intelligence sources by

understanding the transaction and how intelligence behaves and flows” (Adams, 2015). Legally

and ethically, this can be done; However, there are less ethical ways, such as conducting fake job

interviews, getting customers to post fake bid requests, and lying, cheating, and stealing. It is

highly recommended that entrepreneurs avoid such practices and seek legal advice when

unsure. For intelligence, and for extending the information obtained into useful forms, all of the

information sources listed below are just a small starting point. It will take much creativity,

work, and analysis to make them useful.

 “The 21st-century entrepreneur must anticipate upcoming environmental laws and

process regulations, and must view such measures as potential opportunities. Although old-

school business leaders may be inclined to fight against such measures, entrepreneurs will

instead spend their time coming up with new processes and products ahead of those

regulations—and by doing so will ultimately lead the market” (Adams, 2015). A successful

entrepreneur knows his or her own strengths and weaknesses, as well as those of their

partners, and also knows the competitive and other environments in which they operate. It is

important for them not to delude themselves about what they can and cannot accomplish.

In the same way that business plans fail, personal plans fail for the same reasons as

business plans, including frustration when the plan does not work instantly and difficulty

becoming goal-oriented from a routine based on activity. Planning which fails to anticipate

obstacles and lacks progress milestones, reviews, and so forth, are also problems, as are

planning which is based on admirable missions such as improving performance, rather than

goals.
Reference:

The ethics of HR data analytics. (n.d.).

https://help.teamnest.com/hc/en-us/articles/18375090201753-The-Ethics-of-HR-Data-
Analytics

1.Abate, J., Schaefer, T., &Pavone, T. (2018). Understanding generational identity, job burnout,
job satisfaction, job tenure and turnover intention. Journal of Organizational Culture,
Communications and Conflict, 22(1), 1-12.
Retrievedfrom:https://www.researchgate.net/profile/DrJason2.Abate/publication/
323454564_UNDERSTANDING_GENERATIONAL_IDENTITY_JOB_BURNOUT_JOB_SATISFACTION_J
OB_TENURE_AND_TURNOVER_INTENTION/links/5beb27c792851c6b27bd01f3/
UNDERSTANDINGGENERATIONAL-IDENTITY-JOB-BURNOUT-JOB-SATISFACTION-JOBTENURE-
AND-TURNOVER-INTENTION.pdf on 16th September (2022)