PROJECT REPORT

ON

HR DATA ANALYSIS

BY

DEEPAK KUMAR BISWAL

1NH20BA033

Submitted to

DEPARTMENT OF MANAGEMENT STUDIES

NEW HORIZON COLLEGE OF ENGINEERING,

OUTER RING ROAD, MARATHALLI,

BENGALURU

In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

(Dr. Priyameet Kaur Keer)

(Associate Professor)

2020 - 2022

DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that Deepak Kumar Biswal bearing USN (1NH20BA033) (2020-22 batch), is a

bonafide student of Master of Business Administration, New Horizon College of Engineering,

Bengaluru affiliated to Visvesvaraya Technological University, Belagavi.

Project report on HR Data Analysis is prepared by her under the guidance of (Dr. Priyameet

kaur Keer), in partial fulfillment of the requirements for the award of the degree of Master of

Business Administration of Visveswaraya Technological University, Belagavi, Karnataka.

Signature of Internal Guide Signature of HOD Principal

Name of the Examiners with affiliation: Signatures with date

1. External Examiner

2. Internal Examiner

'i)

lnfD ta TtCHNOLOGlES

DEVELOPMENT I TRAINING I CONSU LTING An ISO 9001: 2015 Certified Company

Ref: INFIDATA/lnternship/2021/444

INFIDATA TECH NO LOGIES #2341, 2nd & 3rd fioor, 16th 'B' cross, 9

Yelahanka Newtown, Bengaluru - 560064 Karnataka, IND/A

+91 7090 240 240 \. I info@infidata.in www.infidata.in 1$

Date: 10/11/2021

CERTIFICATE OF INTERNSHIP

This is to certify that Mr. DEEPAK KUMAR BISWAL [USN: 1NH20BA033], a

student of MBA in Business Analytics from "New Horizon Engineering College"

Bengaluru, has successfully completed internship work on the domain "Data

Analytics" and he has worked on a project titled "Olympic Data Analysis" at

lnfidata Technologies Development Centre from 6th September 2021 to 5th

November 2021 under the guidance of Mr. Raghu Prasad K S, Data Scientist.

During the period of his internship program with us he was found punctual and

creative .

. ' \ \(Di <'o ivision

G'l - iii * 0 ~&"- * ('t'-'IU.J~ ,&

17/05/2022

"Hr. Data Analysis"

at Infidata Technologies Development Centre from 15th March 2022 to 15th May 2022

of his internship program with us he was found punctual and creative.

INFIDATA/Internship/2022/444

internship

DECLARATION

I Deepak Kumar Biswal, hereby declare that the

Project report at “Infidata

Technologies” prepared by me under the guidance of Dr. Priyameet Kaur Keer, faculty of

M.B.A Department, New Horizon College of Engineering.

I also declare that this internship report is towards the partial fulfilment of the university

regulations for the award of the degree of Master of Business Administration by Visvesvaraya

Technological University, Belgaum.

I have undergone an industry internship for a period of Eight weeks. I further declare that this

report is based on the original study undertaken by me and has not been submitted for the

awardof a degree/diploma from any other University / Institution.

Signature of Student

Place:

Date:

1 | P a g e

his

ACKNOWLEDGEMENT

The successful completion of the internship would not have been possible without

the guidance and support of many people. I express my sincere gratitude to Mr.

Raghu Prasad K S, Data scientist, Infidata Technologies, Bengaluru, for

allowing to do my internship at Infidata Technologies.

I thank the staff of Infidata Technologies Bengaluru for their support and

guidance and helping me in completion of the report.

I am thankful to my internal guide Dr. Priyameet Kaur Keer, for

her constant

support and inspiration throughout the project and invaluable suggestions,

guidance and also for providing valuable information.

Finally, I express my gratitude towards my parents and family for their

continuous support during the study.

STUDENT NAME

USN NO.

2 | P a g e

TABLE OF CONTENTS

SL. NUMBER CONTENTS PAGE NUMBERS

1 Executive Summary

2 Theoretical Background of The Study

3 Industry Profile &Company Profile

4 Application of Theoretical Framework

5 Analysis and Interpretation of Financial

Statements and Reports

6 Learning Experience- Findings,

Suggestions and Conclusion

7 Bibliography

Chapter-1

Executive Summary

This report is study of HR Data Analysis using Python and Business Intelligence Tool based

on a project that I have successfully completed as Data Analyst from 15.03.2022 to

15.05.2022

The aim in this visualization report is to present the history of the organization how many

employee working, gender and salary structure and performance. This visualization showing

statically information in a single dashboard

In any organization, an employee is more vital for the success and viability of a business. The

organization which attracts competent employees, utilize human resources efficiently,

manage talent effectively and retain employees is securing the long term success for the

business. Human resource (HR) analytics have the potential to bring great value to the

decision making the ability of HR leaders on human and organizational capital. Human

resource analytics are useful for improving employee performance and getting an optimal

return on investment (ROI) on its human capital. This article examines the application of the

emerging discipline of HR analytics for business transformation and success. The relevant

literature is reviewed about the integration of HR into business performance measurement. It

indented and describes the HR's strategic role, functions and application of HR analytics.

Thus, organizations should invest aggressively in this new discipline, link it to the rest of the

business, and reskill their teams to bring data to work in every major people related decision

KEYWORDS

HR analytics, data-driven HRM, HR professionals, ROI, Organizational transformation

INTRODUCTION

In any organization, an employee is more vital for the success and viability of a business.

The traditional role of human resource was to collect and keep track of the employee's

professional and personal information through manpower inventory, payroll, health & safety

and performance management. Now, with the advent of new technology, human resource

departments are generating more data than ever before. However, they often struggle to turn

their data into valuable managerial insights

The organization which attracts competent employees, utilize human resources efficiently,

manage talent effectively and retain employees is securing the long term success for the

business. The data analysis and its proper utilization i.e. giving meaning to that data play a

more active role in the human resource management. HR managers typically used metrics to

measure such data as turnover rates and sick days. There is a difference between HR metrics

and HR analytics. Though there has been a proliferation of HR metrics and scorecards in

recent years, HR needs the power of analytics to differentiate. HR representatives can now

talk with business leaders, and out what they need and hire accordingly. HR analytics enable

organizations to align HR metrics with strategic business goals. HR analytics empower

organizations to use their treasure of employee data for making better decisions about their

workforces and improve operational performance.

Chapter-2

Theoretical Background of the Study

HR Analytics

Human resource analytics (HR analytics) is an area in the field of analytics that talks about

applying analytic processes to the human resource department of an organization for

improving employee performance and getting an optimal return on investment (ROI) on its

human capital. HR analytics does not only deal with gathering data on employee efficiency.

Instead, it aims to provide insight into each process by gathering data and then using it to

make relevant decisions about how to improve the processes. HR analytics is helpful in

estimating employee engagement and capability and skills to reach company goals. HR

analytics allow human resources to interpret data, recognize trends or issues, and take

proactive steps with different departments to keep the organization running smoothly and

profitably.

HR analytics, also called talent analytics, is the application of considerable data mining and

business analytics techniques to human resources data. HR analytics can be defined as a

communication tool that combines data from different sources to describe the current

situation and to predict the future.

There are multiple definitions can be found on HR analytics varying from the HR metrics and

reporting, to more complicated predictive modelling . According to Bassi and other

researchers, HR analytics is an evidence based approach to better decision-making, which

utilizes different methods.

Precisely, human resources analytics provide insight into the process of gathering data and

making advantageous, relevant decisions about how these processes can be improved upon.

HR Analytics includes statistics and research design, but it goes beyond them, to include

identifying and articulating meaningful questions, gathering and using appropriate data from

within and outside the HR function, setting the appropriate standards of rigour and relevance,

and enhancing the analytical competencies of HR throughout the organization (Boudreau &

Ramstad, 2004).

Functions of HR Analytics:

Data Analysis using Business Intelligence Tools

What is Business Intelligence?

Business intelligence (BI) combines business analytics, data mining, data visualization, data

tools and infrastructure, and best practices to help organizations to make more data-driven

decisions. In practice, you know you’ve got modern business intelligence when you have a

comprehensive view of your organization’s data and use that data to drive change, eliminate

inefficiencies, and quickly adapt to market or supply changes.

It’s important to note that this is a very modern definition of BI—and BI has had a strangled

history as a buzzword. Traditional Business Intelligence, capital letters and all, originally

emerged in the 1960s as a system of sharing information across organizations. It further

developed in the 1980s alongside computer models for decision-making and turning data into

insights before becoming specific offering from BI teams with IT-reliant service solutions.

Modern BI solutions prioritize flexible self-service analysis, governed data on trusted

Platforms, empowered business users, and speed to insight. This article will serve as an

introduction to BI and is the tip of the iceberg.

Examples of business intelligence Much more than a specific “thing,” business intelligence is rather an umbrella term that

covers the processes and methods of collecting, storing, and analyzing data from business

operations or activities to optimize performance. All of these things come together to create a

comprehensive view of a business to help people make better, actionable decisions. Over the

past few years, business intelligence has evolved to include more processes and activities to

help improve performance. These processes include:

Data mining: Using databases, statistics and machine learning to uncover trends in

large datasets.

Reporting: Sharing data analysis to stakeholders so they can draw conclusions and

make decisions.

Performance metrics and benchmarking: Comparing current performance data to

historical data to track performance against goals, typically using customized

dashboards.

Descriptive analytics: Using preliminary data analysis to find out what happened.

Querying: Asking the data specific questions, BI pulling the answers from the

datasets.

Statistical analysis: Taking the results from descriptive analytics and further

exploring the data using statistics such as how this trend happened and why.

Data visualization: Turning data analysis into visual representations such as charts,

graphs, and histograms to more easily consume data.

Visual analysis: Exploring data through visual storytelling to communicate insights

on the fly and stay in the flow of analysis.

Data preparation: Compiling multiple data sources, identifying the dimensions and

measurements, preparing it for data analysis.

How business intelligence works Businesses and organizations have questions and goals. To answer these questions and track

performance against these goals, they gather the necessary data, analyse it, and determine

which actions to take to reach their goals.

Business Intelligence Tools

Power BI

Power BI is a Business Intelligence and Data Visualization tool for converting data from

various data sources into interactive dashboards and analysis reports. Power BI offers cloud-

based services for interactive visualizations with a simple interface for end users to create

their own reports and dashboards.

Different Power BI versions like Desktop, Service-based (SaaS), and mobile Power BI apps

are used for different platforms. It provides multiple software connectors and services for

business intelligence.

In this Power BI training, you will learn all the important concepts of Power BI and develop a

foundational understanding of how to use Power BI tool.

Use of Power BI?

Here is the most prominent use of Power BI tool:

Pre-built dashboards and reports for SaaS Solutions

Power BI allows real-time dashboard updates.

Offers Secure and reliable connection to your data sources in the cloud or on-premises

Power BI offers Quick deployment, hybrid configuration, and secure environment.

Allows data exploration using natural language query

Offers feature for dashboard visualization regularly updated with the community.

Types of Power BI tools

Some Important Power BI tools are:

Power BI Desktop

Power BI service

Power BI Data Gateway

Power BI Report Server

Power BI Mobile Apps

Key terms used in Power BI

Data Analysis Using Power BI

Excel Data

Visualization

HR Data Analysis using python

Modules Used

Pandas: It is used for analyzing the data,

NumPy: NumPy is a general-purpose array-processing package.

Matplotlib: It is a numerical mathematics extension NumPy

Seaborn: It is used for visualization statistical graphics plotting in Python

Stepwise Implementation

Importing libraries

Reading the HR Dataset

Visualizing

COMPANY PROFILE

Infidata Technologies is a dynamic start-up company. The foundation to Infidata technologies

is built on the key focus area of domain expertise in industry verticals, customer focus by

Quickly aligning to client needs and company’s unique delivery model is well executed through

collaborative network of partners.

Introduction

Infidata technologies an ISO 9001: 2015 Certified Company (Accredited by International

Accreditation Service: IAS) headquartered in “Silicon Valley” of India Bengaluru started in

the year 2015. Company is highly specialized in the design and development of website,

software application development, Mobile application development, E-Commerce solution and

more. Company has a team of expert’s professional works on the latest software tools and

technologies to give the best and promising services to the customers. Company is equipped

with the state-of-art work station in the software application development.

Vision

To become a leading performer and grow as a major IT service provider, in providing quality

Web application, Software Development solutions and corporate training in the competitive

global marketplace.

Mission To ensure strategic planning with quality products and Profitable growth through customer

service, innovation, quality and commitment.

Team

Infidata Technologies is a team of experienced professionals providing a wide range of

complex software and web application development services. The energetic professionals with

vast experience who are working in almost all technologies & spheres of IT.

Services

Infidata Technologies offer the services in the following areas:

Enterprise Application Services

● Web designing and Development

● Mobile Application Development

● Internet of Things

● Training Services

Enterprise Application Services

An enterprise application is a software system platform designed to operate in a corporate

environment such as business or government. A software services include online shopping and

payment processing, interactive product catalogues, computerized billing systems, security,

content management, IT service management, content switching modules, resource planning,

business intelligence, human resource management, manufacturing, application integration,

forms automation, sales force automation, enterprise resource planning and business process

management. EA also includes news relevant to IT compliance, business intelligence, office

productivity suites, enterprise resource planning etc.

Web designing and Development

The web development process includes web design, web content development, client-

side/server-side scripting and network security configuration, among other tasks. Web

development ranges from creating plain text pages to complex web-based applications, social

network applications and electronic business applications. The web development hierarchy is

as follows:

● Client-side coding

● Server-side coding

● Database technology

Mobile Application Development

A mobile application, most commonly referred to as an app, is a type of application

software designed to run on a mobile device, such as a smartphone or tablet computer.

Mobile applications frequently serve to provide users with similar services to those accessed

on PCs. Apps are generally small, individual software units with limited function.

Vendors usually offer a mobile application platform to clients that want to go mobile or enter

the mobile market. The platform includes migration tools and resources that support a mobile

interface, or a development environment that allows creating new apps aimed at the Apple and

Android markets. A platform approach to mobile application development helps provide a

comprehensive model with tool suites that are accessible to developers and other users.

Internet of Things

Internet of things (IoT) is a computing concept that describes the idea of everyday physical

objects being connected to the internet and being able to identify themselves to other devices.

Most people think about being connected in terms of computers, tablets and smartphones. IoT

describes a world where just about anything can be connected and communicate in an

intelligent fashion. In other words, with the internet of things, the physical world is becoming

one big information system.

Training Services

The training programs that are organized by us are of the best standards. We have some of the

best trainers who conduct these programs. All these trainers have been in the industry for a

long period. They know the problems faced by the industries. They have the total first-hand

knowledge. Their rich experience is something that you would gain from. They can train

students/ employee step by step. We offer training on Java, Web, C# & .Net, Python, Machine

Learning, Mobile Application Development, Software Testing and More.

Company Products

● ECAMS

● Billing Software

● ERP Solution

● Retail Store

Our Clients

Streams Inc

Vishnu Enterprises

Deepthi Engineering

JB Transport India

BreakDQ

SJCPU

Rbits Technologies

ABOUT THE DEPARTMENT

Infidata Technologies provided an internship in the department of Machine Learning division.

The Objective is the development of new model and technology ensuring that the development

of applications with the highest quality.

Machine Learning Department

Machine Learning organizes a practical procedure and approach in application development.

Infidata technologies want to streamline their internal departments and functions, operations,

sales and project management, etc. and want to take advantage of a ML based applications

flexibility and versatility, by moving away from the traditional web application platform to the

smart application platform and want to gain more clients for better service their current clients

by offering convenient services and solutions online to build more smart applications to offer

innovative services or solutions to online users and businesses

The structure helps produce best practice coding with consistent logic and coding

standards, and provides other developers the ability to become familiar with the code in a short

time. Builds are based on the module, libraries and tools, allowing programmers to easily share

libraries and implement complex functionalities and features in a fast and efficient manner.

Tips for ML application development

The following list of procedures and documents provide a good outline for a ML Application

Lifecycle and Process:

Product Search

To give users relevant information according to their pursuit of the ecommerce app, our

developers implement the whole set of ML tools such as ranking, query understanding and

expansion related questions and so on.For instance, for product ranking, we use customer

information about the click-through rate or product sell-through rate. Additionally, we analyse

behavioral data during searching and the purchase process. Drawing on this, we create graphs

between different goods and queries.

Another interesting tool is query intent detection. It comes from understanding the user`s

portrait, his search history, and semantics outcome.

Product Recommendation and Promotions

The recommendation system is built on the collaborating filtering method. The App Solutions

team together with our partner Soft cube provide clients with significant data service for smart

recommendations and digital merchandising The system is built upon the site content analysis,

user behavior or purchase patterns, and even upon the business logic of the enterprise.

Predictive analytics makes the challenge easier, and recommendations become even more

relevant with time. Such technology gives up to 7-12% from the same traffic.

Trend forecasting and analytics

The ecommerce enterprises, especially those, working in the fashion industry, always have a

lack of information to understand and quickly respond to the latest trends. They have

information about past season sales and upcoming tendencies. But between these two sources,

there is a huge gap of missing opportunities.Big data ML allows aggregating the trends and

sales information from different open sources (inspirational blogs, social media, designer

reports) and give predictions in real time. The same issue could be implemented in price

management.

Fraud detection and prevention

One way or another, every ecommerce company has faced this challenge. The annual fraud

costs reached the point of $32 billion which is 38% more than the year before. Machine learning

plays a critical role in building a defense system. It involves the ongoing monitoring of online

activities and triggering of alarms. Here is the general workflow of “abnormal” behaviour

patterns detection:

Chapter-4

Application of Theoretical

Framework

Business Applications for Microsoft Power BI

1. Automate KPIs in Microsoft Power BI

You have important key performance indicators (KPIs) scattered across multiple applications.

You can’t draw conclusions from these metrics when they’re siloed off in individual

software. Power BI brings this data together into one panel, so you have an organization-wide

view of the information that matters.

2. Visualize Sales Versus Marketing Leads

Do you have problems with your sales team meeting their quota? The problem may not

originate from their department – it could be the quality or quantity of leads from marketing.

Even your best account representatives can’t do their job properly if they don’t start with the

right prospects. Microsoft Power BI lets you visualize the relationship between these two

critical metrics.

3. Conduct a Marketing Health Check

You invest heavily in your online marketing to attract customers while they’re researching

solutions to their unique problems, but they’re falling out of the funnel before they convert.

What’s going wrong between their click through and the sale? Power BI brings this relevant

data into a chart so you can track user behavior throughout their journey. Your campaign may

have significant problems or simply missed the mark with the target demographic.

4. Gain a Real-Time Look at Your Company’s Financial Performance

Financial setbacks have a long-lasting impact on your organization, especially if it’s

completely out of nowhere. Microsoft Power BI gives you insight into the company’s

performance at multiple levels. You can look into a team’s profitability, your top-selling

products, the revenue generated by a particular department and many other views. This data

comes into Power BI in real-time, so sudden drops get immediate attention. You get the

chance to fix the problem before it snowballs into a massive concern.

5. Create Consistent Reporting Standards

How many software packages exist in your organization? Every department from accounting

to sales relies on specialty applications for their day-to-day job duties. You don’t always get a

reporting feature in these programs, and if you do, the format varies significantly from app to

app. Using Microsoft Power BI to pull in data and generate reports gives you consistent

standards across the organization. It takes less time for managers to understand the

information when it’s presented in the same format and style every time.

6. Stay Ahead of Inventory Shortages

Does your business work with physical inventory, whether you’re selling products to the

general public or you need to keep track of your office’s printer paper? Power BI stays on top

of your inventory numbers, so you know when to bring in more units, the sell-through or

usage rate and other critical information.

Your first step to getting the most out of this solution is making sure you supply complete

data. Clean and robust data ensures you’re getting accurate information and insights from

Power BI. This flexible business intelligence tool has a place in every business. If you need

help getting started with your visual reporting or need help preparing your data for analysis.

Framework

Power BI adoption roadmap

The goal of this series of articles is to provide a roadmap. The roadmap presents a series of

strategic and tactical considerations and action items that directly lead to successful Power BI

adoption, and help build a data culture in your organization.

Advancing adoption and cultivating a data culture is about more than implementing

technology features. Technology can assist an organization in making the greatest impact, but

a healthy data culture involves a lot of considerations across the spectrum of people,

processes, and technology.

This series of articles correlates with the following Power BI adoption roadmap diagram

The areas in the above diagram include:

Area 1.Data culture: Data culture refers to a set of behaviours and norms in the organization

that encourages a data-driven culture. Building a data culture is closely related to adopting

Power BI, and it is often a key aspect of an organization's digital transformation.

Area 2.Executive sponsor: An executive sponsor is someone with credibility, influence, and

authority throughout the organization. They advocate for building a data culture and adopting

Power BI.

Area 3.Content ownership and management: There are three primary strategies for how

business intelligence (BI) content is owned and managed: business-led self-service BI,

managed self-service BI, and enterprise BI. These strategies have a significant influence on

adoption, governance, and the Center of Excellence (COE) operating model.

Area 4.Content delivery scope: There are four primary strategies for content delivery

including personal BI, team BI, departmental BI, and enterprise BI. These strategies have a

significant influence on adoption, governance, and the COE operating model.

Area 5.Center of Excellence: A Power BI COE is an internal team of technical and business

experts. These experts actively assist others who are working with data within the

organization. The COE forms the nucleus of the broader community to advance adoption

goals that are aligned with the data culture vision.

Area 6.Governance: Data governance is a set of policies and procedures that define the ways

in which an organization wants data to be used. When adopting Power BI, the goal of

governance is to empower the internal user community to the greatest extent possible, while

adhering to industry, governmental, and contractual requirements and regulations.

Area 7.Mentoring and user enablement: A critical objective for adoption efforts is to enable

users to accomplish as much as they can within the guardrails established by governance

guidelines and policies. The act of mentoring users is one of the most important

responsibilities of the COE. It has a direct influence on adoption efforts.

Area 8.Community of practice: A community of practice comprises a group of people with a

common interest, who interact with and help each other on a voluntary basis. An active

community is an indicator of a healthy data culture. It can significantly advance adoption

efforts.

Area 9.User support: User support includes both informally organized, and formally

organized, methods of resolving issues and answering questions. Both formal and informal

support methods are critical for adoption.

Area 10. System oversight: System oversight includes the day-to-day administration

responsibilities to support the internal processes, tools, and people.

Data Analysis and interpretation

1. Descriptive: What is happening?

This is the most common of all forms. In business it provides the analyst a view of key

metrics and measures within the business.

An examples of this could be a monthly profit and loss statement. Similarly, an analyst could

have data on a large population of customers. Understanding demographic information on

their customers (e.g. 30% of our customers are self-employed) would be categorised as

“descriptive analytics”. Utilising effective visualisation tools enhances the message of

descriptive analytics.

Predictive analytics is all about forecasting. Whether it’s the likelihood of an event happening in

future, forecasting a quantifiable amount or estimating a point in time at which something might

happen – these are all done through predictive models.

Predictive models typically utilise a variety of variable data to make the prediction. The

variability of the component data will have a relationship with what it is likely to predict (e.g.

the older a person, the more susceptible they are to a heart-attack – we would say that age has

a linear correlation with heart-attack risk). These data are then compiled together into a score

or prediction.

In a world of great uncertainty, being able to predict allows one to make better decisions.

Predictive models are some of the most important utilised across a number of fields.

The next step up in terms of value and complexity is the prescriptive model. The prescriptive

model utilises an understanding of what has happened, why it has happened and a variety of

“what-might-happen” analysis to help the user determine the best course of action to take.

Prescriptive analysis is typically not just with one individual action, but is in fact a host of

other actions.

A good example of this is a traffic application helping you choose the best route home and taking into account the distance of each route, the speed at which one can travel on each road

and, crucially, the current traffic constraints.

Another example might be producing an exam time-table such that no students have clashing

schedules.

Chapter-5

Analysis and Interpretation of

Financial Statements and Reports

A few examples of HR Analytics

To get started with HR analytics, you need to combine HR data from different systems. Say

you want to measure the impact of employee engagement on financial performance. To

measure this relationship, you need to combine your annual engagement survey with your

performance data. This way you can calculate the impact of engagement on the financial

performance of different stores and departments.

Key HR areas will change based on the insights gained from HR analytics. Functions like

recruitment, performance management, and learning & development will change.

Imagine that you can calculate the business impact of your learning and development budget!

Or imagine that you can predict which new hires will become your highest performers in two

years. Or that you can predict which new hires will leave your company in the first year.

Having this information will change your hiring & selection procedures and decisions.

If you want to read more about how data can change hiring practices, check out Laszlo

Bock’s book ‘Work Rules’. Laszlo Bock was the senior VP of People Operations at Google.

In his book, he describes how hiring practices changed at Google after they started to analyze

their recruitment data.

What Is An HR Report?

Fundamentally, an HR report is an analytical method used to display human resources-related

stats, insights, and metrics with the primary purpose of improving workforce performance,

recruiting procedures and other relevant HR processes with the help of HR dashboards.

There are various KPI examples, but by working with HR-driven metrics, it’s possible to spot

trends, identify inefficiencies, capitalize on strengths, and fortify weaknesses in a number of

key areas, making your human resources efforts, activities, and initiatives the best they can

possibly be for departments across the organization.

HR is becoming increasingly important and the reporting part is not only crucial in helping

professionals to extract the best possible insights but also automating processes that were

traditionally performed manually. To put things into perspective, we will focus on the main

types of HR reports that look into data from different angles and tell a specific HR narrative

that is created with a modern dashboard designer.

What Are The Different Types Of HR Reports?

1. Annual HR Report Templates and KPIs

HR annual reports enable companies to evaluate human resources activities that affect their company’s performance each year to drive competitive strategies and determine if

action needs to be taken in your HR environment to increase the dynamics of HR

development. The above-mentioned human resources report template can also be utilized for

annual reporting needs. However, we have additional examples to enhance the HR annual

report requirements.

a) Employee Performance: HR Annual Report Template & KPIs

As mentioned, your employees are integral to the ongoing success of your organization, and

it’s up to your human resources department to help encourage and optimize employee performance on a continual basis.

Here are the primary KPIs associated with this HR report example:

Part-time employees: indicates the evolution of part-time workers over a specified time

period. Part-time workers are good for the beginning stages of companies and don’t acquire

much risk. KPIs include the tracking of part-time contracts parallel to metrics like company

performance and results as well as employee satisfaction and engagement.

Female to male ratio: measures the level of gender diversity in your business, which can

indicate gender bias. It’s critical to be aware of diversity to acquire differing approaches to

business innovation and gain competitive assets. KPIs depend on candidate availability at

certain times.

Internal mobility: internal mobility refers to every initiative or action related to the

promotion, appointment, or hire for a position of an employee already enrolled in the

company’s workforce. This internal mobility summary displays various figures related to it –

promotions to the position of director and managing director, the ratio of positions filled

through internal initiatives relative to the total positions, and finally – the percentage of

vacancies filled internally.

Average time stay: indicates the longest time period employees stay with the company and

whether the company is good at retaining talent. The metric tracks the average number of

weeks, months, or years that an employee stays. The longer the stay, the better for the

company’s return on investments for hiring and training. An example can be seen below:

Swot Analysis

A human resources (HR) SWOT analysis is a process of collecting and analyzing data

to answer critical questions about an organization and how to manage a workforce.

This analysis allows business owners to understand what drives the business and what

kind of decisions are going to help the company moving forward.

HR SWOT analysis is one of the most common types of HR analysis. SWOT stands

for Strength, Weakness, Opportunity, and Threat. The idea is to identify what fits into

each of these categories for your business. What are your strengths and weaknesses?

What factors present an opportunity for your business, and what presents a threat?

With HR SWOT analysis and HR solutions software, business owners can make

informed decisions that will help their businesses grow and their employees thrive.

Porter’s Five Model

Chapter-6

Learning Experience- Findings,

Suggestions and Conclusion

Literature Review

Human Resource Management

Human resource management (HRM) includes all management decisions and practices that

affect the employee of an organization (Bhatt and Reddy, 2011). There have been many

definitions of human resource management used by different scholars. Daud (2006) defined

HRM as a system, policy, and practices that can affect folks that work in an organization. In

addition, Shahnawaz and Juyal (2006) defined Human resources management (HRM) as all

decisions and practice that influence worker within organizations. De Cieri, et al. (2008, p.5)

explained HRM as “the policies, practices and systems that influence employees' behavior”.

While Hussain and Ahmad (2012) considered HRM to be a system that attempts to realize an

active balance between the personal interests of people and their economic added value.

Lastly, Burma (2014) viewed HRM is a strategic and clear approach for the organization’s

most valued assets behind on the employees. Human resources management is considered to

be the most important factor that helps the organization to achieve a competitive advantage

(Obeidat, et al., 2012, 2013, 2014; Masa'deh, et al., 2019).

This is due to the fact that managers in both public and private organizations consider human

resources to be the main source of sustaining competitive advantage; this is done by having

the “best of the best” human resource systems for recruiting, selecting, motivating, and

efficiently managing their people (Mesch, 2010). HRM practices are defined as

“organizational activities directed at managing the pool of human resources and ensuring that

the resources are employed towards the fulfillment of organizational goals” (Pankaj and

Saxena, 2012, p. 671). However, it must be taken into consideration that human resource

management practices are not fixed; they differ from one country to another (Ozutku and

Ozturkler, 2009; Tiwari and Saxena, 2012).

A significant body of research focuses on several specific human resource management

practices. Such practices include staffing, training and development, performance appraisal

compensation management, safety and health, industrial relations, and recruitment and

selection (Ferguson’s, 2006). Singh (2009) worked on the addition of a number of HRM

practices including planning, performance evaluation, career management, and rewards.

Karunesh and Pankaj (2009) examined the HRM practices implemented and identified some

other practices, such as employer-employee relations, recognition through rewards, culture

building, career development, and benefits. Furthermore, Pahuja and Chander (2012) added a

few other practices: inculcating the right skills, knowledge and attitude; having a congenial

work environment; and maintaining good employee relationships. In Hussain and Ahmad

(2012) work, others

HRM practices, namely staffing, training and development, performance appraisal

compensation management, safety and health, and industrial relations. In addition, Obeidat, et

al., (2014) included the practices of job design, and teamwork as important HRM practices.

Based on the comprehensive literature review, this study focuses on four HRM practices;

recruitment and selection, performance appraisals, training and development, and

compensation and reward. The rationale behind selecting the practices is that these practices

occur relatively frequently in HRM literature for manufacturing and service industries

Recruitment and Selection

It is generally agreed by most employers that their staff is the greatest asset for their

company, and thus the recruitment and selection processes are vital in ensuring that a new

employee can become efficient and produce desirable result in a short time. In other word,

the success of an organization depends on having the right number of staffs, with the right

skills and abilities (Mark, 2014).

Various authors who studied recruitment and selection have agreed that there is a distinct

different between the two, this point can be seen in both Taylor (2008) work and Rees and

French (2010) studied recruitment is the process whereby an organization collects

applications for a position and creates a pool of possibly fit workers, while selection includes

using techniques or different methods to evaluate the applicants and choose who is best fit to

the available position, and achieve management goals and legal requirements. Mondy and

Noe (2013) defined recruitment as the process of pool people on a timely basis, in sufficient

numbers and with suitable experiences, to apply for jobs with an organization. Selection

mentions to the process of choosing the individual, who is best suited for position and for the

organization. According to Khanna (2014, 148) recruitment is “a process of publicizing the

vacancies of any esteemed capacity in the most attractive and rightful manner with the sole

objective of attracting maximum pool of eligible candidates for the position”; while selection

is “a process of sorting the most relevant job applications of candidate selection or closure”.

Recruitment and selection are shown to be crucial processes for organizations (Anyim, 2012).

Human research leaders are successful in their work often know how to attract, select and

retain top talent efficiently, and they also hold key information, such as on incorrect numbers

and locations, at the right times (Longenecker and Fink, 2013). This process includes seeking

and selecting applicants whom the recruiter foresees can be a fit for the company and can

contribute the maximum performance to the organization. Both recruitment and selection are

fundamental HRM activities; if managed well, these activities can have a significant impact

on organizational performance, which can lead to a more positive organizational image

(Pilbeam and Corbridge, 2006). By contrast, ineffective recruitment has a number of cost

effects for employers, such as; low morale which can affect employee performance, lost

business opportunities, as well as higher levels of labor turnover (CIPD, 2005), damage production,

and customer dissatisfaction.

Recruitment and selection process normally involve creating a job advertisement based on the

job analysis and the job description of a vacant position; afterwards, the position is,

advertised widely to attract a large number of applicants, and then the best candidate is

identified using validated tests and interviews (Adetunji, 2015). Sources of recruitment may

be categorized into two sections - internal and external (Aswathappa, 2008). The internal

sources of recruitment comprise present employees and employee referrals; external sources

of recruitment are professional associations, newspaper advertisements, unsolicited

applicants, management consulting firms, and the internet (Absar, 2012). Some selection

processes may consist of testing procedures while others processes may emphasize interviews

and reference checks (Tabassum, 2011). Thus, the selection process differs from one

organization to other, but the processes are all generally similar, which consist of the

following: filling out application forms, initial tests, primary interviews, employment tests,

written examinations, comprehensive interviews, reference checks, and finally a job offer

(Absar, 2012).

Performance Appraisals

Performance appraisals are a key factor in improving the quality of work input and

encouraging employees to be more engaged. Performance appraisals also introduce a

foundation for upgrades as well as the development of an organization and employee

succession plans (Shaout and Yousif, 2014). The aim of performance appraisal is to guide

and encourage the employees’ activities to be in line with the organization goals (Zhu, 2010).

Hence, performance appraisal is imperative to the strengthening bond between employee and

employer. In addition, it is one of the important issues for companies getting successful and

improving their performance (Burma, 2014). Also, it is for documenting employees’

performance for legal reasons (Gordon, 2016).

Phin (2015) defined performance appraisal as a process of evaluating the performance of

employees in the workplace. It contains both quantitative and qualitative aspects of employee

job performance. It is a process to communicate to an employee and plan to develop for

improvement. In addition, performance appraisal is also viewed as the process that affect the

status of employee, such as, retention, termination, promotion, transfer, salary increase or

decrease, or admission into a training program (Neeraj,2014). According to Singh (2014),

performance appraisal is a systematic method for periodically evaluating job performance

based on the criteria pre-established and organizational goals.

As one of the core human resource practices, performance appraisals is usually managed

within an official setting in order to provide a basis for decisions that pertain to employees,

improve employees’ performance, and ultimately enhance the effectiveness of organizations

(Kalender and Vayvay, 2015). For example, through performance appraisal results,

organizations can determine the training needs of their employees by identifying the

weaknesses and strengths of each employee. By doing so, organizations can determine the

appropriate training programs that will help to deal with the weaknesses and to develop the

strengths, thereby improving the performance level of their employees (Abu-dhaim, 2011).

This point is also made by Wienclaw (2016), who

claim that performance appraisal is one of the key functions of an organization’s human

resources section. Organizations use the data collected in performance appraisal systems

mainly to establish standards and evaluation systems that can be used to form the basis of

assessing whether employees should be reward for good performance or reprimanded for

poor performance.

Training and Development

Training and development are important in the world of business especially in the increasing

competition and challenges between the companies to survive and keep companies alive and

to achieve the competitive advantage and get the best results organization must providing

training and development programs that improve staff skills and also enhance their

performance (Chaudhary and Bhaskar, 2016). It is one of the important ways to facilitate

individual employees in learning new skills and knowledge with the goal to develop their

current skill set and knowledge (Joarder, et al., 2011). Jimenez and Valle (2013) confirmed in

their study that human are valuable assets of the Organization, thus, an organization needs to

invest in training and development to strengthen their capacities and abilities.

The practice of training and development is defined as the process of improving the skills and

develop the ability to accomplish tasks efficiently and effectively in organizations (Robert

and John, 2004). In addition, this practice is considered technical use to transfer knowledge,

skills and competencies to improve employee working in the current and future business

performance (Parce and Robinson, 2009). In addition, Adjirackor, et al., (2016) identified

training as a systematic approach that improves individual, team, and organizational

effectiveness. Similarly, Noe (2010, p.24) viewed training as “to a planned effort by a

company to facilitate employees’ learning of job-related competencies.

These competencies include knowledge, skills, or behaviors that are critical for successful

job performance”. This is supported by Marsíkova and Slaichova (2015) who claimed that

training and development is a set of tools and methods and content to create a purposeful

approach which is planned by the company's efforts to develop the competencies of their

employees. Training is considered to be the most important factor in the business sector due

to the fact that training provides numerous benefits. Training develops competencies such as

technical, human, conceptual and managerial for the furtherance of individual and

organization growth (Kulkarni, 2013).

It also increases the quality process of connection with managers and coworkers as well as

teamwork ability (Vute and Farcas, 2015). With regards to employees, training creates a great

job satisfaction and morale among employees and it increases salary, promotion and

incentives (Chaudhary and Bhaskar, 2016). Lastly, training also enhances company

productivity (Marsíkova and Slaichova, 2015). Employee development programs are

important for any organization if it wishes to remain solvent and competitive in the

marketplace and leads to motivation and loyalty within their organization (Marsíkova,

Slaichova, 2015). Employee development can increase organization performance (such as

effectiveness, profitability, sales) and employee and customer satisfaction, and it can improve

organizational reputation

Leadership

Leadership is an important factor in the system of TQM both during its implementation and

after the completion of the system in the process of continuous improvement (Sălăgean,

2014). According to Nwabueze (2011), leadership is described as being totally responsible

for the success of the implementation of the TQM programs.

Leadership is one of the basic and the most important requirements in every organization as it

creates the vision of the organization and ensures the actualization of the vision through

execution. Moreover, leadership develops a long-term vision for the organization and guides

the organization through the plan as it is motivated by ever changing customer wants (Ulle

and Kumar, 2014). In other words, leaders have a vision of what can be achieved, and then

they strive to deliver vision this to others while also ensuring that their strategies are

constantly in line with the realization of their vision. In addition, leaders are responsible for

motivating their entire organization, and they should have the ability to negotiate for

resources as well as other support in order to achieve their goals.

The topic of leadership has been examined extensively by various scholars, such as Sharma

and Jain (2013, p.310) who defined leadership as “a process by which a person influences

others to accomplish an objective and directs the organization in a way that makes it more

cohesive and coherent”.

Similarly, Northouse (2010) viewed leadership as a process by which a person influences

others to achieve common goal. Sălăgean (2014) also provided a definition for leadership, in

which he calls the most important resource that holds in the absence of which all other

resources, and it manages to cope with changes. Helmrich (2015) also described leaders as

people who know how to realize objectives and encourage people along the way.

ROLE OF HUMAN RESOURCE ANALYTICS IN HUMAN RESOURCES

HR analytics plays a significant role in human resources. Using analytical techniques HR

functions can grow at a faster pace and can have evidence-based decision making. HR

analytics gathers, assess previous information which provides organizations with positive and

negative trends. It evaluates the organizational performances against its competitors easily.

HR analytics plays a major role in workforce planning, competitive advantage, employee

acquisition to employee retention, leveraging data, developing insights and models for

organization, helps in performance management, data manipulation, selecting suitable

modelling techniques, and others. Some of the key roles of analytics in Human Resources are

discussed below:

Conclusion

With the technological development and advancement in industries, business has developed the use

of HR analytics that improves organizational effectiveness. HR analytics quantifies and provides data-

driven decision making by using statistical models and techniques. HR analytics handles all relevant

data related to HR and interpret better result. Through this paper, it is analyzed that implementation

and usage of HR analytics in business has been challenging as the HR professionals may lack the

required skills and knowledge of using the HR analytics tool or there may be data quality or data

governance issues. Due to such an issue's organization may not get the support of top management.

Despite such challenges, HR analytics has been helping businesses in gaining competitive advantage,

solving HR related problems, improving organizational performance, and has improved HR function.

Knowledge and skill gap can be filled by learning and adopting certain knowledge and skills. Data can

be used and maintained ethically and legally if the organization follows relevant policies and norms.

The study explains that HR analytics usage and implementation have both pros and cons but if

analyzed on a broader concept then opportunities of using HR analytics diminishes the challenges

and lead to tremendous growth of the organization. It is analyzed that if an organization

understands the right purpose of implementing HR analytics than they can get a better return on

investment and businesses will accept and start involving HR analytics in HR departments.

Soon HR analytics usage will rise and help the organization in getting evidence-based results and will

transform the working of HR department from traditional to statistical decision making. The right

use of HR analytics at the right time and in the right business can lead to tremendous growth of HR

analytics in an organization providing them to grow faster.

Chapter-6

Bibliography

References

1. A Study on the Acceptance of HR Analytics in Organisations by Lije George and T. J.

Kamalanabhan. (January 2016) www.ijird.com, Vol 5 Issue 2.

2. Blogs and article given by AIHR academy

3. Conceptualizing HR Analytics Practices for Healthier Organizational Performance –A Framework

Based Analysis by Dr. A.Narasima Venkatesh (2017) International Journal of Engineering, Business

and Enterprise Applications (IJEBEA).

4. HR Analytics - Extent of its Utility in Making Strategic Business Decisions in its Sector by L Ravikiran

and Kambam Vedanta.

5. Overview of HR Analytics - Past, Present, and Future by Surabhi Gupta (July-December 2017)

ETHOS Volume 10 No. 2 Pages: 1 - 6 ISSN: 0974 – 670

Website

https://www.kaggle.com/code/jacksonchou/hr-analytics

https://powerbi.microsoft.com/en-us/partner-showcase/agile-analytics-hr-analytics/

https://medium.com/nerd-for-tech/hr-analytics-in-python-2a29a4eb3625

https://www.questionpro.com/blog/hr-analytics-and-trends/