Contemporary HRM is increasingly data-driven, technology-enabled and employee-experience focused. Organisations use HR analytics to make better people decisions, talent management to build capability pipelines, engagement practices to improve performance and retention, and HR ethics to ensure fairness and trust.
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HR analytics is the use of data, statistics and analysis to understand and improve HR and business outcomes.
Purpose:
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Metrics vs analytics:
Thus, metrics measure; analytics explains and improves decisions.
Common HR metrics (any six):
These help monitor HR health and trends.
Human Resource Management (HRM or HR) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. The overall purpose of human resources (HR) is to ensure that the organization is able to achieve success through people.
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Contemporary HRM is increasingly data-driven, technology-enabled and employee-experience focused. Organisations use HR analytics to make better people decisions, talent management to build capability pipelines, engagement practices to improve performance and retention, and HR ethics to ensure fairness and trust.
This topic is scoring when you:
You should be able to:
Common trends:
HR analytics is the use of data, statistics and analysis to understand and improve HR and business outcomes.
Purpose:
Examples:
Flow: Define problem → Collect data → Clean/prepare → Analyse → Interpret insights → Action plan → Monitor results
Mini example: High attrition → analyse by department/tenure → find drivers → design retention actions.
Talent management is a strategic approach to attract, develop, retain and deploy high-performing and high-potential employees to meet organisational needs.
Components:
Flow (talent pipeline): Attract → Develop → Deploy → Retain → Succession
Employee engagement is the emotional and intellectual commitment of employees to the organisation, resulting in discretionary effort.
Drivers of engagement:
Measurement:
HR ethics refers to applying moral principles and fairness in HR decisions and practices.
Common ethical issues:
Ethical HR practices:
HRIS is a system used to store and manage employee data and HR processes (payroll, leave, recruitment workflows, performance records).
Benefits:
Risks:
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Talent management is a strategic approach to attract, develop, deploy and retain high-performing/high-potential employees.
Talent management ensures the organisation has the right capability pipeline to meet future business needs.