Actualités et agenda
Nos formations
Établissement
Langue d'enseignement
English
Matières
HRM
Responsable(s)
Y.ROFCANIN
Intervenant(s)
Y.ROFCANIN
Présentation
Prérequis
- Basic understanding of how data is structured
- Understanding of the functions of an organization
- Acknowledging the role of HR as a function in the organization
- Analytical skills of data analyses and examination
- Critical thinking to determine and be curious about the data related problem of an organization
- Understanding of the functions of an organization
- Acknowledging the role of HR as a function in the organization
- Analytical skills of data analyses and examination
- Critical thinking to determine and be curious about the data related problem of an organization
Objectifs
At the end of the course, the student should be able to:
- Appreciate the value of data in HRM decision-making
- Examine and integrate different approaches to data management in HR
- Link data to decision making within the field of HR
- Execute HR related decisions with the help of HR data
- Evaluate and implement different HR analytic tools
- Appreciate the value of data in HRM decision-making
- Examine and integrate different approaches to data management in HR
- Link data to decision making within the field of HR
- Execute HR related decisions with the help of HR data
- Evaluate and implement different HR analytic tools
Présentation
- The basics and introduction to HR analytics
- Moving from reporting to HR analytics
- Analyzing the attrition rates using descriptives and other methodologies
- Exhibiting and using the performance analyses using associative and causal models and relationships
- The business value of retention
- Understanding correlations and causal relations in HR analytics
- Use of case methodology to demonstrate the business value of HR analytics and cost approach
- Moving from reporting to HR analytics
- Analyzing the attrition rates using descriptives and other methodologies
- Exhibiting and using the performance analyses using associative and causal models and relationships
- The business value of retention
- Understanding correlations and causal relations in HR analytics
- Use of case methodology to demonstrate the business value of HR analytics and cost approach
Modalités
Organisation
| Type | Amount of time | Comment | |
|---|---|---|---|
| Présentiel | |||
| Cours interactif | 16,00 | ||
| Travail personnel | |||
| Group Project | 10,00 | ||
| Charge de travail personnel indicative | 14,00 | ||
| Overall student workload | 40,00 | ||
Évaluation
The assessment will be composed of two components:
- Group component: group presentation of a case study (50%)
- Individual component: written essay exam (50 %)
Feedback on students' work will be given throughout the course and after their presentation. Students will also be able to receive feedback on their exam.
- Group component: group presentation of a case study (50%)
- Individual component: written essay exam (50 %)
Feedback on students' work will be given throughout the course and after their presentation. Students will also be able to receive feedback on their exam.
| Control type | Duration | Amount | Weighting |
|---|---|---|---|
| Examen (final) | |||
| Examen écrit | 0,00 | 1 | 50,00 |
| Autres | |||
| Projet Collectif | 0,00 | 1 | 50,00 |
| TOTAL | 100,00 | ||
Ressources
Bibliographie
Saundarajan, R., & Singh, K. (2016). Winning on HR Analytics. Sage Publications. -
Edwards, M. & Edwards, M. (2016). Predictive HR Analytics: Mastering the HR Metric. Koganpage Publications. -
Edwards, M. & Edwards, M. (2016). Predictive HR Analytics: Mastering the HR Metric. Koganpage Publications. -
Ressources Internet