WMBA6401 2022 November Assignments Latest (Full)

WMBA6401 Human Resource Analytics

Week 2 Assignment

People Analytics

Good measurement is more than just being knowledgeable in existing HR metrics. It requires an understanding of and expertise in relationships as well—in other words, being able to determine the link between things such as talent, training and turnover. HR metrics should be tools that allow HR professionals and their strategic partners to comfortably and confidently make decisions based on the information/data provided.

To complete this Assignment, review Using People Analytics to Drive Business Performance: A Case Study. Then, using the Learning Resources for this week and other resources you have found in the Walden Library or online, respond to the following bullets in a 4- to 6-page paper:

Explain the benefits of people analytics/metrics to an organization.

In the case, how did people metrics impact the organizational goals?

What surprises you about the results of the company’s study? Why?

Summarize your perception of people analytics before and after this assignment.

 

WMBA6401 Human Resource Analytics

Week 3 Assignment

Cost-Benefit Analysis

As strategic HR professionals , calculating the costs and benefits of their activities will be a function they perform on a regular basis. The cost-benefit analysis is a financial tool that has been used in organizations for decades to determine the potential value of an activity, such as training employees on new software tools. Based on the cost-benefit analysis, the difference indicates whether the planned action is advisable for the organization to pursue. HR professionals consider costs and benefits on a regular basis and you will have the opportunity to examine a case study using cost-benefit metrics in this Assignment.

To complete this Assignment, review Exercise 40: Evaluating the Recruiting Function on pages 123–126 in Nkomo, Fottler & McAfee, 2011. Then, using the Excel documents, the other Learning Resources for this week and additional resources you may find in the Walden Library or online, respond to the following in a 4- to 6-page paper

Using the data in Exhibit 2.9: Data on Recruitment Sources for tered Nurses at St. Vincent's Hospital, 2015 – 2016 (Excel document), complete the calculations on Form 2.5: Yield Ratios at Each Step in the Recruitment Process and Recruitment Cost per Nurse Hired, St. Vincent's Hospital, 2015 – 2016 (Excel document). Include your answers to Form 2.5: Yield Ratios at Each Step in the Recruitment Process and Recruitment Cost per Nurse Hired, St. Vincent's Hospital, 2015 – 2016 (Excel document) as an appendix to the paper. These calculations will influence your answers in this case.

Describe the use of metrics for a hospital recruiting strategy.

Explain the benefits of metrics in recruiting strategy development and execution

Evaluate the nurse recruiting strategy for a hospital

What are the metrics used in the case?

What was the process the hospital used to select these metrics? Is it effective? Why or why not?

Based on the data calculations you completed, is the hospital using effective recruiting sources? Please provide your rationale?

Which recruiting sources would you need to manage more effectively and why?

Assess the cost benefits of using HR metrics

How can HR metrics be used to lower costs?

Explain how HR metrics can be used to create value for an organization

How could the recruiting process be improved through effective use of HR metrics?

What stage or stages of the hospital recruiting process seem the most amenable to improvements?

Identify new specific metrics to support HR recruitment functions

 

WMBA6401 Human Resource Analytics

Week 4 Assignment

A Global Protech Case Study

In this week’s Discussion, you discussed specific metrics companies should use when evaluating their employee turnover and retention rates. However, there may be some additional qualitative data points you didn’t consider. These data points are often collected through ways such as exit interviews, employee satisfaction surveys and 1-year retention metrics. When evaluating this case study, look for ways to include these data points.

Case Study

Global Protech’s executive team is concerned about the company’s high turnover and they want to take steps to improve their retention rates.

Maia, the HR director at Global Protech, has asked you to provide the executive team with a presentation on the specific turnover and retention metrics for the company and a recommendation on how the company can improve its retention rates.

To complete this Assignment, you are tasked with using Global Protech’s HR intranet site, the Learning Resources for this week, and other resources you have found in the Walden Library or online to address the following in a minimum 10-slide PowerPoint presentation, including detailed speaker notes.

Using the Global Protech Turnover Calculations (Excel document), identify the variations in turnover by the three position types listed.

Considering the positions with the highest turnover rates, identify the reasons why employees are leaving.

Hint: Be sure to use Global Protech’s HR intranet to find additional information to help identify why employees are leaving.

Using the turnover metrics above, develop a retention incentive/benefit recommendation for the executive team.

Calculate the specific cost per employee of your recommended retention incentive/benefit, and then show the return on investment of the program.

 

WMBA6401 Human Resource Analytics

Week 5 Assignment

Data Management and Ethics

In order to create metrics, you need to have a credible, relevant, and complete data set to work with because unreliable data can affect your results. Raw data that is incomplete, irrelevant, or duplicated can limit the insights that come with HR analysis. Company time and money can be wasted by looking at a good research area, having good formulas but using the wrong information. As an HR professional it is import to ensure your data is complete and accurate to ensure you are making sound strategic decisions. 

In this Assignment, you will analyze a business case and employ best practices of data collection and data management to address a hospital’s financial and HR concerns related to employee layoffs.

To complete this Assignment, review Exercise 25: Employee Layoffs at St. Mary’s Hospital on pages 83–85 of Nkomo, Fottler & McAfee (2011), Exhibit 2.1 Excel document and Exhibit 2.2 Excel document. Then, using the Excel documents, the Learning Resources for this week and other resources you have found in the Walden Library or online, respond to the following bullets points in a 4- to 6-page paper:

Identify the major problem or problems at St. Mary’s Hospital and the causes.

What are some alternatives for dealing with these problems?

How many months would it take to realize the savings if St. Mary’s relied on attrition (turnover) only?

What other cost savings ideas might be implemented to realize the target savings?

Develop a downsizing plan for implementing  that will generate $7 million in annual savings. Give specific details concerning departments affected, the number of employees affected in each department as well as the savings by department. Also, discuss the use of seniority versus merit, the amount of notice, and out-placement activities. Provide a rationale for each recommendation, together with reasons why other alternatives were not chosen

What might be the effects of a downsizing plan on ‘‘survivors’’ in terms of morale, job security, quality, turnover, and productivity? How could you avoid or minimize any potential problems in these areas? (For this question cite at least one resource found in the course readings or in the Walden Library.)

Identify two possible long-term solutions for St. Mary’s Hospital once it gets its cash flow problems under control and eliminates its deficit, consider trends in the medical field to support your recommended solutions.

What limitations exist in using performance data as a criterion for downsizing? How can such limitations be overcome? (For this question cite at least one resource found in the course readings or in the Walden Library.)

 

 

WMBA6401 Human Resource Analytics

Week 6 Assignment

Descriptive and Predictive Statistics

Descriptive, predictive, and prescriptive statistics allow us to “manage tomorrow, today” (Pease, Byerly & Fitz-enz, 2012). They can help us see what currently is and show us a path on how we can be more successful tomorrow.

To complete this Assignment, review the Learning Resources for this week and other resources you have found in the Walden Library or online, then respond to the following bullet points in a 2- to 3-page paper:

What is the goal of a descriptive statistic?

Provide an example of a descriptive statistic HR may use (besides turnover).

Identify another variable that can be employed to provide more insight (Pease, Byerly and Fitz-enz refer to this as “stats on steroids”).

Imagine you could look into the future to see if trends continue. What impact could an understanding of this data have for the organization?

 

WMBA6401 Human Resource Analytics

Week 7 Assignment

Algorithms and Decision Making

Algorithms can aid in decision making. In the Harvard Business Review case Trust the Algorithm or Your Gut?, company VP Aliyah Jones reviews an algorithm to help make a decision on which candidate to promote. 

To complete this Assignment, review the Learning Resources for this week and other resources you have found in the Walden Library or online, then respond to the following bullet points in a 4- to 6-page paper:

Introduce the topic of algorithms in the selection process. How might the recommendations an algorithm makes differ from those of a hiring manager who is not using data analytics?

How might using algorithms to analyze customers differ from using them on employees? Should companies be more cautious in implementing these methodologies internally?

Studies have revealed a phenomenon called “algorithm aversion.” Even when data-driven predictions yield higher success rates than human forecasts, people often prefer to rely on the latter. And if they learn an algorithm is imperfect, they simply won’t use it. Describe a situation where you would base a decision on data analysis.

Should Aliyah Jones choose Molly or Ed? Analyze each alternative solution. Consider the short-term and long-term implications. What are the advantages and disadvantages of each decision? Support your decision with two additional scholarly articles.

Note: You should make a firm case for one of the two candidates with the information in the case. Don’t suggest a committee or new selection tools or a new candidate pool.

Outline the next steps of Aliyah Jones. What information should she give the candidates?

 

WMBA6401 Human Resource Analytics

Week 8 Assignment

Data Communication Strategies

Consider your work in Week 3 on Exercise 40: Evaluating the Recruiting Function on pages 123–126 in Nkomo, Fottler & McAfee, 2011. For this Assignment, you will use the final metrics you identified in the Week 3 Assignment and work to design a plan for ongoing monitoring and communication of these new metrics.

To complete this Assignment, review the Learning Resources for this week and other resources you have found in the Walden Library or online, and create a 10-slide PowerPoint presentation, including detailed speaker notes, that addresses the following:

Referring to week 3, list the metrics that you recommended and explain why.

Design a plan that outlines how you would communicate, to the entire organization, these new metrics and their importance to supporting the recruiting process. Be certain to include steps for ongoing monitoring of the newly suggested metrics.