People Analytics

Catalog description

This course develops students' process modeling, data analytics, and decision-making skills regarding the management of people in an organization. Analytics includes data collection, organization, storage, analysis, and all the tools and techniques used to describe current processes, assess and address challenges, and plan for changes. Before managers can make use of people analytics, they must understand and describe human resource processes as well as the relevant databases, information systems, and other information and resources available. Students in this people analytics course will develop an understanding of traditional work processes, HR management requirements, and HR information system architectures in the context of data-driven approaches to decision-making about people in organizations. Students will learn to model HR processes, develop queries, analyze data, and generate reports to make strategic decisions in areas of HR practice such as selection, compensation, performance evaluation, productivity management and enhancement, training and development, and occupational health. Students will also learn to use process and outcome metrics to evaluate business outcomes and to assess diversity, equity, and inclusion goals as well as other strategic initiatives. Some hands-on work will be required. This will consist of a series of exercises to be used with an employee database. A series of managerial questions will be provided which can be answered utilizing this database. Students will develop approaches towards answering some of these questions and then seek answers in the database. Students will propose their own answers to at least two of these exercise questions. Students will also have the opportunity to model a real-world management challenge and evaluate the analytical techniques that would be used to reach an outcome or decision. Overall, students will cultivate a leadership perspective that values and practices evidence-based decision-making, develop a deeper understanding of how people data associated with HR processes can increase the likelihood of success for organizational change efforts, and enhance their analytical skills by evaluating people data and by interpreting and meaningfully communicating findings.