„People Analytics“

What is People Analytics? In short, People Analytics is a data-driven approach to manage an organization’s human resources. In this context, the increasing digitalization and the associated growth of available data enables managers to support their Human Resources Management (HRM) activities through IT-supported techniques based on Big Data. For example, modern People Analytics techniques often rely on analyses based on Artificial Intelligence algorithms and in particular Machine Learning (as an application of Artificial Intelligence), which in turn relies on Big Data. The insights derived from such approaches would not be possible or would be difficult to achieve with classical People Analytics techniques using smaller data sets (e.g. Excel-based People Analytics). Therefore, the synergetic combination of big-data-based and IT-based analyses helps managers and executives to exploit the full potential of People Analytics – and thus increase the accuracy of analyses, reduce subjectivity and improve employee performance in the long term. In the course of this seminar you will learn the basics of People Analytics with a special focus on Big Data and Artificial Intelligence from a theoretical and above all practical perspective.

Learning Objectives

After successful completion of this seminar, students are able to:

1. explain the basics of People Analytics.
2. define Big Data and describe how it can be used for People Analytics.
3. explain Artificial Intelligence and how it can be used for People Analytics.
4. implement their own People Analytics applications based on Big Data and Artificial Intelligence and derive corresponding implications for companies.

Topics

In the course of the seminar, questions from one of the following people analytics topics are dealt with per group:

Personnel Planning Analysis: Personnel Planning Analysis refers to the process of identifying the employees that the company needs to achieve its business goals and corporate objectives – from current needs to future requirements and succession planning. Personnel Planning Analysis is about proactive planning for the right number of employees with the right skills, in the right place, at the right time, and at the optimal cost to enable the organization to improve performance. It also helps to anticipate staffing needs based on business cycles.

Sourcing Analysis: Sourcing analysis is about using all available data and employee information to optimize sourcing results. Successfully finding candidates in today’s globally competitive talent market requires an approach that allows you to accurately identify and locate candidates, assess their potential and easily connect with them. Sourcing analysis is about using data to optimize sourcing results, including how human resources are determined and which channels and hiring sources are most effective in attracting potential candidates.

Hiring Analysis: Whether you have a small business or a large company with thousands of employees, choosing the wrong candidates can have a negative impact on your business. Therefore, it is critical for both long-term and short-term success that the company makes wise investments in talents. Acquisition analysis are used to pre-select who to interview, how to streamline the interview process, determine the best ways to screen candidates and set up interview questions, and to help create some tests that can be used to analyze the correlation between a candidate’s performance during the interview and their performance in a particular role.

Onboarding Analysis: Once the right candidates are hired, they must be properly briefed to ensure that they are aligned with the primary business objectives and the overall mission of the organization. New hires must have the best first impression of the recruiter, their manager and the organization. Employee induction is an ongoing management process that consists of introducing, training, mentoring, coaching and integrating a new employee into the core values, business vision and overall culture of an organisation to ensure the loyalty and productivity of the new employee. Onboarding analysis can be used to improve a new employee’s first impression and to derive business benefits from the onboarding activities and efforts. It also helps the company address important talent management issues.

Performance Analytics: Performance Analytics help employers to regularly evaluate employee performance and provide frequent feedback and goals to help them achieve success using analytics and big data. It can also help companies estimate how many employees they will need at each level in the coming years, and how leading companies predict the promotion and career paths of their employees.

Employee Turnover Analysis: Employee Turnover Analysis deals with the movement of employees by analyzing internal and external employee data, and helps a company address key turnover issues, including: Who are the top performers at high risk of leaving, and why? When are they more likely to resign? What proactive measures could be taken to retain employees? Retention is about proactively identifying and understanding which valuable employees are at risk of leaving, and when and why they would leave. Employee turnover analysis can help combine employee data, company data, and market data to predict and interpret the behavior of top-performing employees, providing competitive insights for retention strategies.

Well-being analysis: To be successful, organizations must create and shape an environment and culture that promotes the well-being, health and safety of their employees. In this context, well-being analysis is a way to answer questions such as: “How does employee well-being and health affect business productivity?”, “What is the impact of employee satisfaction on customer satisfaction?”, “What impact does employee health and well-being have on corporate culture and acquisition metrics?

Organization

The seminar is organized as a project seminar, as students work on their own people analytics projects from one of the seven people analytics topic areas and subsequently present their implementation and results in a block seminar. The kick-off is an introduction to the basic topic “People Analytics”.

Attendance at the seminar is mandatory.

The language of the seminar is German. Both the written and the oral part of the exam can be taken in English on a voluntary basis.

The examination consists of the following parts:

• 67% project paper
• 33% presentation

In order to pass the seminar, both partial examinations must be passed.

Registration for the seminar is done via StudOn.

Scheduling

Application period: 01.10.2020 to 31.10.2020 via StudOn

Kick-off: 05.11.2020, 18.00

Interim presentation*: 11.12.2020, 15.30

Final presentation*: 28.01.2021, 16.45

Latest submission of the project or seminar paper: 07.02.2021, 23.55

* These dates are provisional and subject to change.