Class Human Resource - Analytics

Curriculum Unit for training in Human Resources Analytics (HR Analitcs) created to offer a set of knowledge and authors on the art of decision-making based on previously collected data analyzed and organized with the aim of improving the performance of the company's human resources with a focus on organizational harmony and effectiveness. Analytics is the applied use of data, analysis and systematic reasoning to follow a much more efficient decision-making process. It helps to analyze, organize, contextualize and compare raw data, providing a useful strategic vision from which to extract the right ideas for action. Powerful tool capable of significantly improving productivity and professional, individual and group performance. It will encourage the proper alignment of expectations and objectives. HR Analytics helps to improve performance indicators and the results of HR initiatives.

Not applicable

  1. Basic concepts and applicability: Definition of HR Analytics; Objectives, applications and dimensions of HR Analytics; Importance of HR Analytics in company strategy; The future of HR Analytics.   2. HR Analytics data and information systems: Sources of information and data; Collection, analysis and reporting models; HR Analytics and systems; Monitoring.   3. Analysis and decision-making Predictive business analysis; Analysis strategies; Decision-making.   (What is People Analytics; How does People Analytics work; Management indicators; Data, results and statistics of the impact of People analytics; What is the influence of Big Data and AI on HR, on people management; What are the advantages of People Analytics; How to apply People Analytics in HR; How to use Analytics in HR processes; People Analytics trends; People Analytics and strategic HR)

Active method and service-based learning method:   a) Case studies, and group discussions; b) Bibliographical research and self-study; c) Analysis and discussion of scientific articles related to the practices under study; d) Carrying out and defending practical work in an organizational context. Expositive and interrogative method for presenting and reflecting on the basic theoretical frameworks. e) Development of a people management project introducing the topics covered in the course, transferring theory to practice. Presentation, analysis and discussion.

Corte-Real. N. (2022). Big Data & Analytics. Influência N Khan, D Millner. (2020). Introduction to people analytics: A practical guide to data-driven HR. ebooks.google.comLopes, I T. .(2020).Controlo de Gestão. 1ª edição. Actual Editora Caldeira J.(2018).100 Indicadores da Gestão - Key Performance Indicators. Actual Editora Borralho,C. (2018).Sistemas de Planeamento e Controlo de Gestão. Silabo Vários.(2018).Do Orçamento ao Balanced Scorecard-A Evolução Para o Crescimento dos Resultados. Almedina Giermindl, L., Strich, F., Christ, O., Leicht-Deobald, U. & Redzepi, A. (2021). The dark sides of people analytics: reviewing the perils for organisations and employees. European journal of information systems. Diez, F., Bussin, M. & Lee, V. (2019).  Fundamentals of HR Analytics: A Manual on Becoming HR Analytical. Emerald Group Publishing. Uk.