MN52123: People analytics
[Page last updated: 15 August 2024]
| Academic Year: | 2024/25 |
| Owning Department/School: | School of Management |
| Credits: | 5 [equivalent to 10 CATS credits] |
| Notional Study Hours: | 100 |
| Level: | Masters UG & PG (FHEQ level 7) |
| Period: |
- Semester 2
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| Assessment Summary: | CWOG 30%, CWRG 70% |
| Assessment Detail: |
- Evaluating People Analytics Strategy using Secondary Data (CWOG 30%)
- Case Study Analysis of a Firm's HR and business strategies (CWRG 70%)
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| Supplementary Assessment: |
- Like-for-like reassessment (where allowed by programme regulations)
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| Requisites: |
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| Learning Outcomes: |
- Use evidence-based approach to support HR decision-making.
- Plan, research, test, analyse and classify people practices for the effective management of HR.
- Employ data-driven methods to diagnose people problems and apply relevant HR strategies.
- Identify key stakeholders and work with them to develop metrics for measuring people's performance.
- Apply statistical knowledge and software to simulate people performance with business growth.
- Assess risk in managing and working with people data.
- Knowledge of ethical perspectives surrounding data governance which support a sustainable people analytics strategy.
- Evaluate HR and business strategies to identify the impact of people practices on business performance.
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| Synopsis: | Examine different approaches to data management in HR. You'll learn to locate sources of information and appreciate the value of data-driven approaches to HRM decision-making. You will explore analytical tools and techniques for managing people, with a focus on:
- evidence-based management
- optimising employee productivity
- designing best practices to get competitive advantage
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| Content: | The unit will cover a variety of aspects related to the use and implementation of data, data analyses and its implementation across a wide range of HR topics (selection, recruitment, socialization, promotion and talent management).
It also aims to cover the role of big data in recruitment and employee performance management; employee interventions to drive motivation and productivity; the role of data analyses in designing the best fitting HR practices; Stakeholder engagement and building your people analytics strategy; regulatory, statutory, and strategic data management practices; statistical analysis and business simulation.
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| Course availability: |
MN52123 is Compulsory on the following courses:
School of Management
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Notes: - This unit catalogue is applicable for the 2024/25 academic year only. Students continuing their studies into 2025/26 and beyond should not assume that this unit will be available in future years in the format displayed here for 2024/25.
- Courses and units are subject to change in accordance with normal University procedures.
- Availability of units will be subject to constraints such as staff availability, minimum and maximum group sizes, and timetabling factors as well as a student's ability to meet any pre-requisite rules.
- Find out more about these and other important University terms and conditions here.
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