Магистратура
2021/2022
Аналитические подходы к анализу персонала
Лучший по критерию «Полезность курса для Вашей будущей карьеры»
Лучший по критерию «Полезность курса для расширения кругозора и разностороннего развития»
Лучший по критерию «Новизна полученных знаний»
Статус:
Курс по выбору (Менеджмент и аналитика для бизнеса)
Направление:
38.04.02. Менеджмент
Кто читает:
Департамент менеджмента
Где читается:
Санкт-Петербургская школа экономики и менеджмента
Когда читается:
2-й курс, 1 модуль
Формат изучения:
с онлайн-курсом
Онлайн-часы:
8
Охват аудитории:
для всех кампусов НИУ ВШЭ
Преподаватели:
Волкова Наталья Владимировна
Прогр. обучения:
Менеджмент и аналитика для бизнеса
Язык:
английский
Кредиты:
3
Контактные часы:
20
Course Syllabus
Abstract
The course is a part of the people analytics’ track. The main point of this discipline is to understand the basics of the staffing process including hiring the right persons, placing them in the right position and developing the strategies to keep the key employees. It also provides a strong framework to put into practice HRM statistical tools and methods. The course includes online learning to explore the state-of-the-art techniques used to recruit and retain talent. In class students will practice in using analytics to improve efficiency at hiring, placing and retaining the great people.
Learning Objectives
- Identify what to do for being efficient with HR metrics and analytics.
- Use analytics to improve efficiency at hiring, placing and retaining the best people.
- Manage techniques to hire, place and retain the right employees.
- Recognize the relationship between HRM and organizational performance, business strategy as well as organizational behavior.
- Analyze the relationship between HR practices and their outcomes for the individual and the organization.
Expected Learning Outcomes
- Demonstrate the ability to catch new knowledge and skills in the fields beyond his/her majoring
- Apply received knowledge and understanding of data and tools to real business situations
- Create and defend a customized consulting project based on data and analytics given
- Create and defend a customized suggestions based on data and analytics given
- Demonstrate the ability to collect, process, and analyze data necessary for solving tasks
- Demonstrate the ability to make managerial decisions and evaluate their consequences
- Study and apply people science methods adjusting to working environment
Course Contents
- Introduction to Staffing Analytics.
- Data Collection (online course)
- Staffing functions (online course)
- Organizational design
- Organizational context - Atmosphere and Corporate culture
- Employee Turnover (online course)
- Interactive HR dashboards and visual communication (online course)
Assessment Elements
- Class activities(1) Kahoot game. At the beginning or at the end of some lectures a 15-minute Kahoot game is conducted. If the student missed the class, there is no option to participate in this activity. (2) Individual assignment during seminars. At the beginning or at the end of some seminars students will get a written task for 10-15 min based on their home reading or materials discussed during the previous classes. If the student missed the class, there is no option to rewrite this task, except for sickness absence. In this case, the student should notify the instructor about his/her sick leave.
- Exam in the LMSThe exam consists of 40 test questions and covers all topics including the Blended course details. Total time: 60 min. No negative marks for wrong answers.
- Individual assignment (interactive HR dashboard)Read the file Case Attrition Analysis and identify one HR problem/question. It is possible to use any other dataset for creating HR problem/question. However, in this case, such a dataset should be available for the instructor. Upload an Excel file to LMS in the project called “Interactive HR Dashboard”.
Interim Assessment
- 2021/2022 1st module0.3 * Exam in the LMS + 0.35 * Individual assignment (interactive HR dashboard) + 0.35 * Class activities
Bibliography
Recommended Core Bibliography
- Fermin Diez, Mark Bussin, & Venessa Lee. (2019). Fundamentals of HR Analytics : A Manual on Becoming HR Analytical. Bingley: Emerald Publishing Limited. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=2204225
- Fitz-enz, J., & Mattox, J. (2014). Predictive Analytics for Human Resources. Hoboken, New Jersey: Wiley. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=812792
- Isson, J. P., & Harriott, J. (2016). People Analytics in the Era of Big Data : Changing the Way You Attract, Acquire, Develop, and Retain Talent (Vol. 1). Hoboken: Wiley. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1226538
Recommended Additional Bibliography
- Discovering statistics using SPSS for Windows : advanced techniques for the beginner, Field, A., 2003
- Pease, G. (2015). Optimize Your Greatest Asset —— Your People : How to Apply Analytics to Big Data to Improve Your Human Capital Investments. Hoboken, New Jersey: Wiley. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1046506