PGDM (HR) III Trimester:

HR ANALYTICS

INTRODUCTION
We are on the threshold of most exciting and promising phase of the evolution of
human resources and human capital management. Today there is a shift of the
attention towards predictability. The course is designed to study about predictive
management, that is, managing to day and tomorrow. It is also known as HCM:
21. It is holistic predictive management model and operating system for human
resources function. HCM: 21 is a four-phase process that starts with scanning the
market place and ends with an integrated measurement system. In the middle it
addresses workforce and succession planning in a new way and shows how to
optimize and synchronize the delivery of HR services.

LEARING OBJECTIVES:
To understand the Concepts of predictive analytics and HCM.
To analyse predictive management model and its process and HCM process
To make a detailed study of case studies from Government and private companies.

LEARING OUTCOMES After completion of the course the student is able to

learn The conceptual understanding of HR Analytics
The HCM Model of HR Analytics The meaning of Metrics, the first, second, and
third generation metrics

COURSE SYLLABUS

Unit I: Meaning of Analytics; Classification; Importance HCMs; Role and

Perspective of HCMs.
Unit II: The HCM Model: The Employee Value Proposition; Compensation,
Attracting, Motivating and retaining employees now and in the future.
Unit III: The new face of work force planning; The workforce planning;
segmentation of skills, The business playbook; the contents and process of
creating a playbook.
Unit IV: Quality employee engagement: Employee Engagement Definition and
Measurement; Engagement Drivers; Disorder and Disengagement; Behaviour
Based Signs of Departure, Event based Signs of Departure, Databased Signs of
Departure;
Unit V : Meaning of Metrics; The our Human Capital Performance Metrics; The
Second Generation and Third Generation Metrics Connecting the Metrics;
Predictive Analytics for Human Capital Management.

TEXT BOOK JAC Fitzeng: The New HR Analytics