| Unit name | HR Analytics |
|---|---|
| Unit code | MGRCM0066 |
| Credit points | 20 |
| Level of study | M/7 |
| Teaching block(s) |
Teaching Block 1 (weeks 1 - 12) |
| Unit director | Dr. Martindale |
| Open unit status | Not open |
| Units you must take before you take this one (pre-requisite units) |
None |
| Units you must take alongside this one (co-requisite units) |
None |
| Units you may not take alongside this one |
None |
| School/department | University of Bristol Business School |
| Faculty | Faculty of Arts, Law and Social Sciences |
Why is this unit important?
This unit provides students with the fundamental competencies they will need in being HR analysts through the development of critical knowledge and applied skills in data analysis approaches to core HR functions. Students will develop the ability to make evidence-informed decisions to support the strategy of their organizations in workplace issues faced by HR analysts, such as workforce data collection and analysis, recruitment and retention, employee morale and wellbeing, and equality, diversity and inclusion. Students will learn descriptive, visual, and predictive skills for analysing data and communicating findings. Students will learn how to use data responsibly, ensuring the ethical management and handling of potentially sensitive information. HR analytics is therefore an important tool for HR practitioners to have for making effective and informed decisions to improve organisational and employee outcomes.
How does this unit fit into your programme of study
The Human Resource Management MSc is concerned with contemporary issues and challenges organisation and HR practitioners face. Within this, HR Analytics provides students with the analytical tools to develop responses to these issues through data-informed decision making. This equips students with key skills in an increasingly data-driven world. As such, the unit is complementary to the programme, in terms of the issues and themes it addresses, but it is also unique in terms of the data driven approach taken to understand and address these issues.
An overview of content
This unit focuses on data-informed decision making in human resource management. This includes learning about contemporary HR issues using data analytics. For example, students can learn about employee wellbeing; inequalities, for instance around outcomes such as pay or promotions; employee morale; working hours; and recruitment and retention, among others. Importantly, the unit also explores the ethics of how data are collected and used to make decisions. In other words, analysis is focused around responsible business practices, with outcomes that are beneficial to people in organisations.
How will students, personally, be different as a result of the unit
Students will develop their knowledge, abilities and professional identities in three key areas. First, they will learn the value and limitations of utilising data to address organisational challenges, as well as the ethical implications of collecting and using organisational data. Second, they will develop data analysis skills for making data-informed decisions to produce better outcomes for employees and organisations. Third, by the end of the unit students will be prepared with the knowledge and skills to become HR analysts who are capable of making prudent ethically-informed, data-based decisions.
Learning Outcomes
Upon completion of the unit students will be able to:
Learning will take place through lectorial sessions. These combine periods of lecturing, seminar discussion, and computer-based exercises. Sessions are student-centred, interactive, and with an inquiry-based approach through which students learn the conceptual and practical tools of HR data analytics. These inquiry-based lectorials focus on the effective communication of insights from the analysis of HR data which address the real, practical issues facing HR analysts and their organizations.
Tasks which help you learn and prepare you for summative tasks (formative):
Students will be required to deliver group presentations of the results of and rationale for data-related HR decision scenarios.
Tasks which count towards your unit mark (summative):
The summative assessment is coursework based. Students will compile a portfolio of analyses and short reports to be completed in class (75%) and a synoptic reflective essay at the end of term (25%). Students will learn how to analyse data through the portfolio, and the essay will enable students to reflect upon how the knowledge and skills developed in the course have prepared them to face the challenges of being an HR analyst. This is 100% of the unit mark and covers ILOs 1-3.
When assessment does not go to plan
Students will be required to generate a new portfolio, meeting the same requirements as the original portfolio, using a different dataset.
If this unit has a Resource List, you will normally find a link to it in the Blackboard area for the unit. Sometimes there will be a separate link for each weekly topic.
If you are unable to access a list through Blackboard, you can also find it via the Resource Lists homepage. Search for the list by the unit name or code (e.g. MGRCM0066).
How much time the unit requires
Each credit equates to 10 hours of total student input. For example a 20 credit unit will take you 200 hours
of study to complete. Your total learning time is made up of contact time, directed learning tasks,
independent learning and assessment activity.
See the University Workload statement relating to this unit for more information.
Assessment
The assessment methods listed in this unit specification are designed to enable students to demonstrate the named learning outcomes (LOs). Where a disability prevents a student from undertaking a specific method of assessment, schools will make reasonable adjustments to support a student to demonstrate the LO by an alternative method or with additional resources.
The Board of Examiners will consider all cases where students have failed or not completed the assessments required for credit.
The Board considers each student's outcomes across all the units which contribute to each year's programme of study. For appropriate assessments, if you have self-certificated your absence, you will normally be required to complete it the next time it runs (for assessments at the end of TB1 and TB2 this is usually in the next re-assessment period).
The Board of Examiners will take into account any exceptional circumstances and operates
within the Regulations and Code of Practice for Taught Programmes.
