AC 1.3 Explain the different types of data measurements used by people professionals.
Description:
Learners must cover the following areas:
- The significance of data measurement.
- Qualitative and quantitative data.
- Types of data measurements in HR.
- Examples and case studies.
- Holistic understanding.
- Sources of evidence.
Understand the importance of data analysis:
To properly explain the different types of data analysis used by people professionals, learners must discuss the importance of information in HR management. The importance of data measurement is critical when making informed decisions in people practices. It provides background information for various types of data analysis by explaining their role in people practices.
2. Qualitative and quantitative data:
Learners must explain the difference between quality and diversity of information:
a. Qualitative data:
Learners must explain how qualitative data is not numerical and how it uses words They must also explain how it helps in capturing insights, thoughts and feedback. Examples of qualitative data include employee feedback, performance review comments, and results of group discussions.
b. Quantitative Data:
Quantitative data consists of numerical data that can be measured and measured. Learners must be able to explain how quantitative data is used to analyse various aspects of human resources such as employee turnover rate, performance evaluation and absenteeism percentage.
3. Types of data measurement:
Learners must be able to discuss various types of data measurements and give examples. Among them are:
a. Resourcing:
Learners must be able to discuss metrics related to recruitment and selection measures such as tenure, cost of hire, and quality of hire.
b. Absenteeism:
Learners must discuss how records associated with employee work attendance, leave patterns and reasons for absence help to manage work planning and scheduling.
c. Performance and rewards:
Metrics such as performance appraisal scores, sales figures and salary models measure individual and team performance. Learners should be able to discuss this.
d. Turnovers:
Information about employee turnover voluntary resignation and compulsory dismissal of employees are critical. Learners must explain that.
e. Learning and Development (L & D):
Information about employees’ skills, abilities, and educational achievements to help develop effective training and development strategies is crucial. Learners must discuss that.
f. Employee voice:
A measure of employee input, feedback, and participation in decision-making should also be analysed.
g. Engagement:
Data on employee engagement, typically collected through surveys or assessments must be addressed.
h. Communications:
Measures related to the effectiveness of internal communications strategies, such as accessing and interacting with company newsletters must be discussed.
a. Well-being:
Learners must analyse data on employee well-being and assess the factors that affect employee well-being such as stress, mental health, work-life balance and job satisfaction.
j. Change Process:
A measurement that tracks the success of change management, employee resilience, and implementation of new policies or practices must also be discussed.
4. Examples and Case Studies:
Learners must include real-life examples and case studies that show how an organisation can implement various measures in human resources. For example, learners can explain how an organisation can reduce turnover rates by using data to encourage employee engagement.
5. General understanding:
In sum, learners can put more emphasis on the importance of using a combination of qualitative and quantitative data in people practices. Organisations need to use both to make informed decisions; because good data captures the “why” behind the numbers, while quantitative data provides quantifiable measurements.
6. References:
Learners must rely on reputable sources when discussing different sources of information in CIPD, academic publications, HR journals, government publications and industry standards that provide reliable sources of information. These may include:
Hirvonen, I. (2021). Well-being at Work: A Review of the Financial and Social Impact.
Peters, R. (2022) Employee voice. Available from https://www.cipd.org/en/knowledge/factsheets/voice-factsheet/
Cotton, C. (2023) Reward: an introduction. Available from https://www.cipd.org/en/knowledge/factsheets/reward-factsheet/
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