Case Study: HR Analytics & Data - Manpower Planning & Retention Issues

This case study report delves into the application of HR analytics within an organization, particularly focusing on manpower planning challenges during pandemics and strategies for employee retention and engagement. It develops descriptive analytics to understand manpower issues arising from pandemic-related disruptions, utilizing data visualization to assess employee performance, potential, and motivational factors. Furthermore, the report explores predictive analytics to address employee retention and engagement, employing historical data to anticipate future risks and opportunities. It also outlines strategies for enhancing employee engagement and retention, such as fostering a positive work culture, promoting two-way communication, and implementing learning and development programs. The analysis emphasizes the crucial role of HR analytics in informed decision-making and strategic human resource management.

CASE STUDY WHICH
FOCUSES ON
INTRODUCTION TO HR
ANALYTICS AND DATA

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Developing descriptive analytics for the manpower planning issues around pandemics...........1
Developing predictive analytics about the issue of retention and employee engagement..........2
Explaining strategies for high employee engagement and retention..........................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
HR analytics is associated with data driven method that contribute in making improved
decision in turn positive impact on respective function can be provided. In the current era, scope
of HR analytics has increased for the purpose of declining complexity to have competitiveness
in order to deal with challenges. The current report will include development of descriptive
analytics in manpower planning in Pandemic. It will pay attention on building predictive
analytics about the issues of retention & employee engagement. The currents study will
highlight improvement strategies for high employee engagement & retention.
MAIN BODY
Developing descriptive analytics for the manpower planning issues around pandemics
Manpower is one of the crucial resource of company which largely contribute in attaining
success. The affect underlying company is dependent on employees for accomplishing
objectives so that stability ins sector can be derived. Descriptive analytics is concerned with
examining data or content of employees with help of the visualization method. Pandemic is one
of the adverse situation that has negatively affected company's processing (Ben-Gal, 2019.).
Covid situation has negatively affected employees productivity due to number of restrictions
imposed by government which require effective planning and managing of resources in turn
positive outcomes can be derived. Descriptive analytics collects the information through
formulating relevant policies & strategies that can help in evaluating accurate impact through
making data understandable.
In order to have significant level of manpower planning descriptive analytics provides
several advantages that allow to have effectiveness in internal processing of company.
Descriptive analytics focuses on ascertaining summary of employees performance, extent of
potential shared, motivational factor, etc. which are essential in identifying the growth of
company. Descriptive analytics properly involve insights regarding recruitment process,
experience, employees turnover, etc so that taking suitable course of action to deal with
employees can become possible (Sharma and Sharma, 2017). On the basis this, it can be
interpreted that manpower planning requires sufficient information in turn relevant course of
action can be taken.
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To eliminate pandemic situation for having relevant manpower planning company can
implement hybrid working method so that better outcomes can be achieved. Descriptive
analytics play these roles o in manpower planning.
Developing predictive analytics about the issue of retention and employee engagement
Predict analytics is concerned with making predictions about the future outcome by t
using different kinds of tools by taking historical data into practice (Cao, Wachowicz and Cha,
S. 2017,). It is basically taken into consideration by organization to identify upcoming
opportunities and risk so that relevant course of action can be taken to improve performance of
enterprise.
In the given case major emphasis is provided on utilizing predict analytics in tun right
employee fitting the appropriate job can be done. Predict analytics provides number of benefits
to the company so that accomplishing objective of properly attaining, retaining and managing
employees so that longer term benefits can be obtained. From the evaluation of given study
regarding employees recruiting, retaining and monitoring activities in order to coordinate with
changing circumstances (Marler and Boudreau, 2017). It pays attention on analyzing data
regarding background, experience, career motivation, etc which contribute in making evaluation
of significant potential provided by staff to meet the business objectives. There are number
technique that are taken into consideration by the company through having predictive analysis in
the processing which allows evaluating actual potential of recruited employees. There are few
criteria for recruiting staff by the enterprise to have effective employees in the business
functioning. On the basis of this it can be said that predict analysis is highly useful in gaining
depth insights about the employees so that potential lacking areas can be identified in turn
relevant strategies to improve the situation can become possible.
From the evaluation of predict analytics it can be said that to there are greater benefits
that can be achieved by specified company. There are several techniques that can be used by
firm to have depth analysis in terms of male and female salary so that effective understanding of
prevailing processing leading to employee engagement and retention can be identified. There are
various issues regarding changing external environment that has adverse impact on business can
be identified. Issues regarding employee management and retention it can be eliminated by
bridging skills gap, hiring right candidates, improving productivity, identifying disengaged
employees, and retaining top talent (Kremer, 2018.). With help of applying distinct predict
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analysis technique different kinds of benefits to accomplish stability in industry becomes
possible. It allows managing adverse situation outcome in effective manner.
Explaining strategies for high employee engagement and retention.
In the present era, there is higher requirement to pay attention on developing strategies so that
effectiveness in order to maintain ability to attract larger number of customers. The reason
behind applying different steps to incline involvement of employees in overall proceeding of the
company to obtain distinct kinds of benefits in turn highers capabilities to overcome challenges
can become possible.
 It is recommended having positive working culture in order to boost performance of
employees (Mohammed and Quddus, 2019.). To be successful in the current era of
higher competition there is requirement to concentrate on providing effective workings
scenarios by highlighting components like working hours, health & safety measures,
etc. These aid in increasing profitability and sustainability of firm through enhancing
employees potential to accomplish assigned roles and responsibilities.
 This is suggested to the company to develop two-way communication system in the
overall proceeding. It permits employees to share their reviews, knowledge and
experience in turn better strategic decision can be formulated. To gain higher extent of
employee engagement it becomes essential for the enterprise to allow employees to
participate in decision-making procedure. It not only give s belonging feeling to
employees but as well enhance their loyalty & commitment in order to accomplish roles
& responsibilities (
Nine strategies to increase employee engagement and retention,
2021). The reason behind applying the course of action is tot increase accountability
among employees for organizational growth & development.
 In order to have effective team of staff that is capable of meeting predetermined goals
and responsibilities there is major need to focus on having significant processing of
components that can help in having significant level of skills & attributes. It can be
done by applying learning and development working culture through analyzing actual
performance of employees so that depth understanding of needed qualities to meet
business objectives can be done it provides assistance in increasing employees
engagement and retention as their personal objectives can be fulfilled.
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 In order to deal with unforeseen circumstances like pandemic boosting motivation
becomes essential for companies so that enough ability to decline rate of employees
turnover can become possible. This can be done by building problem solving approach
between management & employees.
From the evaluation it can be said that companies in order to improve situations of higher
employee turnover rate can use above mentioned techniques. These strategies are helpful in
positively impacting relationship between management and employees which leads to employee
engagement and retention.
CONCLUSION
From the above report it can be concluded that HR analytics play essential role in influencing
planning & managing practices of human resource department of company. It plays significant
role in benefiting company so that accomplishing objectives can become possible. The current
report has comprised information regarding descriptive analytics in manpower planning through
making data understandable in turn strategic decision can be formulated. Current study has given
focus on involving predict analytics to have employee engagement & retention. Strategies such
two-way communication, developing learning & development, etc so that employee engagement
& retention.
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REFERENCES
Books and Journals
Ben-Gal, H. C., 2019. An ROI-based review of HR analytics: practical implementation
tools.
Personnel Review.
Cao, H., Wachowicz, M. and Cha, S., 2017, December. Developing an edge computing platform
for real-time descriptive analytics. In 2017 IEEE International Conference on Big Data
(Big Data) (pp. 4546-4554). IEEE.
Kremer, K., 2018. HR analytics and its moderating factors. Vezetéstudomány-Budapest
Management Review. 49(11). pp.62-68.
Marler, J. H. and Boudreau, J. W., 2017. An evidence-based review of HR Analytics.
The
International Journal of Human Resource Management. 28(1). pp.3-26.
Mohammed, D. and Quddus, A., 2019. HR analytics: a modern tool in HR for predictive
decision making. Journal of Management.. 6(3).
Sharma, A. and Sharma, T., 2017. HR analytics and performance appraisal system: A conceptual
framework for employee performance improvement.
Management Research Review.
Online
Nine strategies to increase employee engagement and retention. 2021. [Online]. Available
through: <https://searchhrsoftware.techtarget.com/feature/Nine-strategies-to-increase-
employee-engagement-and-retention>.
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