Human Resource AnalysisCase Studies

Human Resource Work Responsilities

What is the need of a HR in Organization?

• Strategy :HR improves the company's bottom line with its knowledge of how human capital affects organizational success.

• Employee Satisfaction :Employee relations specialists in HR help the organization achieve high performance, morale and satisfaction levels throughout the workforce, by creating ways to strengthen the employer-employee relationship.

• Benefits : Benefits specialists can reduce the company’s costs associated with turnover, attrition and hiring replacement workers.

• Training and Development : HR training and development specialists coordinate new employee orientation, an essential step in forging a strong employer-employee relationship.

HR Anita at the S & M organizationFacing the responsilities of Employees Analysis, she needs to work on:

1. Employees Performance 2. Attrition Analysis3. ROI analysis (return on investment)

So Lets Explore…with toolsWATSON ANALYTICS and COGNOS INSIGHT

As being a HR in Organization, Anita is responsible for all the analysis of Employees Performance, their Training and development and their attrition rate, attrition reasons, employment cost that effect organization revenue also.

Case : 1 Employees Performance

Case : 2 Employees Attrition

ROI Analysis (Return on Investment)

Case : 3

Case study : 1Employees Performance

Case study : 1Problem statement : HR Anita identify that for better performance of employees , Training and development, their satisfaction level (if employee is satisfied, they perform well) and appropriate Training plan (training plans are under organization policy ,designed according to employee needs) must be in Full Focus . Performance A, B,C and D ranked for High, Average , Low and Very low performance respectively.

Solution Approach : For performance improvement, first she analyze that how many employees are there of rank A performance. As it shows in Bar graph that there is 220 total employees of rank A performance (which is good for organization). What is the reason behind their performance improvement ? And why other employees performance is lower compared to them? Need to improve their performance will be next concern for Anita.

1. As she see the Total salary (including Bonus) is higher for rank A performance employees. She conclude that High salary can be one of the reason of motivation for these employees to work well in their job. But also, here a fact that she analyze, C performance employees have good salary level than performance B employees but still lower performance. Why?

1. So next she analyze the Course plans. Trainings can improve the performance of employees . There in S&M organization , different course plans are designed according to employee needs . We observe here that by which Course plan, employees performance improve.

2. She analyze that Here L10 Course plan(code of the plan is L10,that has different phases for development ) has strong influence over high performance employees (for L10: A ranked employees are 46). Next step can be analysis of this L10 course plan, so that according to this course plan, we can modify other course plans(course cost and days ). And suggest this course plan to other lower performance employees .

Case study : 2Employees Attrition

1. Employee attrition refers to the loss of employees through a number of circumstances, such as resignation and retirement.

2. The cause of attrition may be either voluntary or involuntary.

3. Due to the expenses associated with training new employees, any type of employee attrition is typically seen to have a monetary cost.

4. It is also possible for a company to use employee attrition to its benefit in some circumstances such as Discharge by Performance.

Why Employees leaving?

Case study : 2Problem statement : Employee attrition means loss of employees in company.HR Anita identify from collected data set of organization that attrition of employees by Voluntary reason having more high performance employees. So what is the reason, why high performer employees leaving company ?

Solution Approach : As she can analyze in Bar chart( In Watson analytics), organization is terminating (discharge by performance ) employees of lowest performance, which is obvious. Next step is to analyze Voluntary Termination.

As Anita can see here, for voluntary termination1. Most of the Moderate satisfied employees are leaving job. So these employees are not

satisfied with their job. Why they are not satisfied?2. Low and Very low satisfied employees are not leaving job that much as we supposed, so

there must be another reason behind this.3. Very high satisfied employees with their job, are not leaving (as we supposed ),it should

happen. They are getting what they require.

As Anita see, Course cost is very high for Moderate satisfied employees ; this can be a reason, May they are not interested or cant afford to pay this much money over their course plans, but they still want to do the course for further improvement in reasonable conditions, So may be they are able to find another job where salary is same or higher and course cost is also less (for similar kind of course plan) (which is possible).

Case study : 3ROI Analysis (Return on Investment)

Initial Question??

What is the return on investment for having resources dedicated to workforce analytics? In other words, what benefits and cost-savings can our organization expect in exchange for hiring these resources?

Today’s economic challenges require organizations to find new ways to not only reward top performers, but to motivate all workers to improve performance by trainings and courses while maintaining or increasing business value. Both must be done as cost-effectively as possible.

Organization Revenue is directly linked with Employment Cost.

So..

1. Bonuses, Training cost , such investments that organization is doing over their employees, Benefiticial or not?

2. Performance of employees increasing or not?

Case study : 3Problem statement : S & M Organization investing over Trainings (training cost), Bonus , Salary for employees. What benefits are coming out of this investment? Solution Approach : 1. We will analyze the Bonus value against the performance of employees.2. Also we can analyze the Training cost against employee performance. We want to see if there is any performance improvement occurs after all these trainings and

organization can get benefiticial by employees better performance ?

Conclusion : 1. As we can see in this Exploration, for Employee of performance A (High) are getting highest Bonus value.

2. But problem arises , where organization paying more bonus value to employees of performance C (Low) , compared to employees of performance B (Average).

3. Organization is investing more over the employees of lower performance, from where they getting not any quality work.

Observation : We see here in this bar chart, Total training cost invested over employees of lower performance (C) is higher than average performance (B) employees training cost. Needs to work over this area ,because training cost is high but improvement in employee performance do not increase.

But also Total Training cost which is highest in chart, invested over the employees whom performance got improved (A). So organization can get benefiticial by their work.

Case study : 3Observation: We can analyze from this line chart that whether organization is obtaining something in return from investment or not?

Organization conduct trainings for employees of courses (what they choose or other trainings occur occasionally). They invest money on these trainings, But Organization can balance its Training investment by taking reasonable charges from employees in form of Course Cost for their course plans . (Return on investment)

Here, Course cost is higher, and training cost is very less ( so org getting most with no large investment)

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