| > | | | | employees, hence raising a lot of complains and |
| This article discusses HR Analytics. It also gives an | | | | protests. HR analysis is necessary for firms and |
| insight to the Ethical Issues Surrounding HR Analytics | | | | companies that require the highest performance levels |
| as well as the Positive and Negative Effects of | | | | from their employees. HR Analysis reports are given in |
| conducting HR Analytics. | | | | numeric form and because of this, company's have an |
| HR Analytics is the process of reviewing the | | | | idea as to which employee needs to undergo further |
| performance of a Company's workforce. This | | | | training and also which employee can be moved up in |
| process results in a listing of the company's general | | | | the workforce ladder. HR Analytics may sometimes |
| strengths and weaknesses as well as each individual | | | | include personality tests for employees. |
| employee's abilities. There are a lot of issues that | | | | There are several issues that surround HR Analysis |
| surround HR analysis. Most of these issues stem from | | | | and one of them is the undying: It is unethical to |
| the fact that HR analytics reports on a numerical plane. | | | | quantify a person's overall performance into numeric |
| People and humanitarian advocates have complains | | | | data. They argue that there is definitely more to a |
| saying that it is unethical to reduce a person's overall | | | | human being than just Zeros, dots and percentages. |
| performance into a mere set of numbers. HR Analysis | | | | Another issue is that HR analysis tends to pigeon hole |
| also has its own pros and cons that a company must | | | | an employee. If an employee performance is deemed |
| consider before going into an in depth analysis of their | | | | below par then there is a chance that an employee |
| work force. | | | | may choose to live by such analysis and perform at a |
| HR analysis is established so that companies can get | | | | low level also. |
| an idea of how their employees are performing. HR | | | | HR Analysis can be performed by professionals. |
| Analysis can be performed with the use of several | | | | There are firms all over the country that can be |
| methods. One of these methods is a review of an | | | | reached and they will be the ones to perform an |
| employee's skill as well as employee testing. | | | | analysis of your Human Resource. If a company does |
| Reviewing is done by looking through employee | | | | choose to have a separate firm to do HR analysis, the |
| records as well as any Incidental Reports that may | | | | company is then relying on the fact that they will be |
| have been filed over the time that they have been | | | | given a completely objective account of employee |
| employed. HR Analytics are the main reason why | | | | performance. Negatively, HR Analytics Firms may not |
| employees need to detail specifics when they submit | | | | give accurate data because they are only getting |
| Incidental Reports because a vague report can cause | | | | information from one side of the fence. After all it is |
| suspicion towards the employee when HR analysis is | | | | important to get both Observed and Reported cues in |
| conducted. | | | | order to get accurate results. HR Analytic firms may |
| With HR Analysis, employees can be called to testing | | | | not have enough Observed data and that is the |
| centers in order to get an idea of their skill level in | | | | reason that a collaborative (the company's own HR |
| comparison to the work that they perform. This can | | | | department and an HR analysis firm) Analysis be |
| seem very taxing and sometimes demeaning to | | | | performed in order to get the best results. |