o Measures
o Metrics
o Analytics
o Predictive Analytics
• Building a business case for HRM Metrics and Analytics
• Identifying and diagnosing HRM Metrics best practice and critical success factors
o Best practice principles
o Criticism and constraints
o HRM Analytics maturity model
• Defining the scope of HRM/D metrics (throughout the HRM value chain)
• Understanding the strategic and business imperative of HRM/D metrics
o Balanced Business Scorecard
o HRM Scorecard
o Strategy Mapping
o Strategic Business Partnering
• HRM function/practice efficiency, effectiveness and impact indexes and related metrics (dashboard):
o HRM planning
o Attracting (Recruitment and selection)
o Retaining
o Motivating/Job satisfaction and employee engagement
o Productivity
o HRM processes, systems and technology (efficiency and effectiveness)
• Reading article: Here’s what HRM must do to have the impact that CEOs want (Sullivan)

• Step 1: Identify where HRM can make a strategic impact in the organization (EXPLORATION)
• Step 2: Develop appropriate metrics around these areas (EXAMINATION)
• Step 3: Obtain data relating to relevant metrics (EXTRACTION)
• Step 4: Draw out insight from the data (EVALUATION)
• Step 5: Project and take action to communicate metrics and related insights information to provide a robust basis for strategic change and improvement (EXTRAPOLATION)
• Applying of Case Studies:
o Google
o Birmingham Council
• Metrics Measured by HR Analytics
o Employee basis revenue generation
o Cost required to train an employee
o Training efficiency
o Employee experience and turnover rate
o Hiring requirement
o Adherence and absenteeism

o Internal Data
o Employee tenure
o Employee compensation
o Training requirement
o Performance appraisal
o Competent and high performing employees
o Disciplinary action taken on any employee
o External Data
o Revenue Per employee or cost of hire
o Employee background check
o Employee behaviour pattern in past or outside the workplace
• HR Analytics Process
o Understanding organisational goal
o Identifying the metrics alignment with organisational goals
o Collecting and analysing the data
o Chunking data to assess impact on the organisation
o Revisiting policies and procedure to make amends

o Building and sensitizing the teams
o Create an analytical culture by coaching and monitoring the progress
o Implementing HR Analytics on small projects
o Collaborating and consulting with the legal team
o Finalize HR analytics solutions

o Enable clear and competent staff hiring to achieve the goal of the organisation
o Monitor employee behaviour and adherence
o Improve employee performance and satisfaction
o Reduce turnover rate
o Introduce innovative ideas to increase employee potential
• Challenges for HR Analytics
o Collected data needs to be properly defined and characterised
o Gathering quality and right amount of data
o No or lack of inclination towards usage of HR Analytical tools
o Insufficient software and tools lead to insufficient and incomplete outcome
• Addressing the challenges of HR Analytics
o Learn from organisations and leaders who are successfully leveraging on HR Analytics
o Proactively anticipate what challenges you might face and identify solutions
o Revisit policies and reinvent the wheel for organisational success
• Identifying Right tools to match your bespoke needs
o Look at some of the widely used tools/ technologies that successful organisations use
o Consider your budget and organisational goals to select right tool
o Attend a demo of extensively used HR Analytics tool