A BUSINESS EXPOSURE PROJECT

SUBMITTED TO SAVITRIBAI PHULE PUNE

UNIVERSITY

IN PARTIAL REQUIREMENT OF THE COURSE

BACHELOR OF BUSINESS ADMINISTRATION

SUBMITTED BY
AYAAN KHAN
ROLL NO 12

UNDER THE GUIDANCE OF

MS PUJA JINDAL

CHRIST COLLEGE
2021-2022
This is to certify that Mr. Ayaan Khan (roll no. 12) of SYBBA has
satisfactorily completed the project report on Business Exposure in partial
fulfillment of the BBA Semester IV course of Savitribai Phule University for
the academic year 2021-22.

_____________ _____________ ________________

Project guide Head of Dept Principal

Mrs. Puja Jindal Mrs. Deepa Sujith Dr Fr. Arun Chully

 Acknowledgement

I would like to express my special thanks of gratitude to my teacher Mrs. Puja Jindal

Ma’am, Our Head of Department Ms Deepa Ma’am as well as our principal Dr(Fr) Arun

Chully who gave me the golden opportunity to do this wonderful project on the topic

Human Resource Management, which also helped me in doing a lot of Research and I

came to know about so many new things

I am really thankful to them.

Secondly I would also like to thank my parents who helped me a lot in finishing this

project within the limited time.

And lastly, I would like to thank my friends who supported me a lot during this project

Ayaan Khan

________________
 Executive summary

This report consist of two parts. One where the guest lecture was taken on
the 13th of may 2022 and the other being topics meant to be written. The first
part emphasizes on HRMS and a demo session where a common HRMS
software is displayed and all the functions are explained

Then the reports tell us more about the type of harassment that exists in
work places and ways to counter them with the help of a software made for
offices etc.

After that, The report shows us about Real time performance management
and its advantages plus also a software shown which has the feature of RPM.

And lastly the report displays the importance of HR Analytics in the field of
Human resources and also displays a brief information about a software used
for HR analytics
 OBJECTIVES

 To get a better understanding about the modern methods used in Human Resource
Management

 To learn about the modern methods of record keeping of the employees

 To know various software being used in the HR sector for the betterment of the
organization

 To get a better insight about the management system from an experienced HR

person who is working in one of the renowned companies

 To learn how to use these softwares, which helps to reduce the daily burden of
HR.

 To know about various new , updated and improvised softwares introduced in the
HR sector
 INDEX

Sr no Name Pg no
1 Role of HR and use of 9
computer application
in HRM
1.1 HRM process 10-11
1.2 Function of HR 11-13
1.3 Challenges of Hr 13
2 Report on guest 14
lecture on use of
HRMS
2.1 Introduction 15

2.2 demo of the software 16-21

displayed
3 Harassment reporting 22
tool
3.1 What is workplace 23
harassment
3.2 Type of workplace 23-27
Harassment
3.3 How to report 28-29
workplace harassment
3.4 Workshield 29-30
3.5 Services offered by 31
them
3.6 How workshield works 32
in favour of ceos
3.7 How does workshield 33
works help ceo
improve visibility
within their
organization
4 People analytic tools 34
4.1 Introductions 35
4.2 Using Data in HR 36-37
4.3 How does HR 38
analytics helps
4.4 How does HR 39
analytics shape the
business
4.5 Ms Excel 41
4.6 Finance and 42
accounting
4.7 Marketing and 43
Production
management
4.8 Human Resource 44
Planning
4.9 How can excel be used 45
for Hr department
4.10 Functions important 45-54
 of Excel for HR
5 Real time 55
performance
management
5.1 Introduction 56
5.2 Why RPM 57
5.3 Advantages of RPM 58-59
5.4 Guiding principle 60
5.5 Tool for RPM-Oracle 61
5.6 Introduction 62
5.7 Why choose oracle 63
5.8 What does oracle offer 64-65
5.9 Gui oracle 66-68
6 references 69
Role of HR and use of computer
applications in HRM
 1.1 HRM Process

assessing
recruitment selection training motivation
performance

Recruitment
Recruiting candidates and selecting the best ones to come and work for the company is a
key HR responsibility. People are the lifeblood of the organization and finding the best
fits is a key task. The request for new hires usually starts when a new job is created or an
existing job opens up. The direct manager then sends the job description to HR and HR
starts recruiting candidates. In this process, HR can use different selection instruments to
find the best person to do the work. These include interviews, different assessments,
reference checks, and other recruitment methods.

 Selection

Selection is quite a necessary process in HRM. Subsequently, selection of right person

form the pool of candidates by administering various selection tests like preliminarily
screening, written tests, oral tests and interviews etc.

Training

Employee training and development is the subsystem of an organization and core

function of human resource management. It ensures continuous skill development of
employees working in organization and habituates process of learning for developing
knowledge to work. Imparting Training and Development to employees through various
methods is the foundation for obtaining quality output from employees. Employee
training methods or categorized into on-the-job training methods and off the job training
methods
Assessing Performance

Performance evaluation is also called as performance appraisal of employees. Human

Resource Managers can adopt various methods for assessing the performance of the
employees So as to take decisions with regard to compensating and rewarding
employees, training of employees if performance is poor and it would take corrective
actions on employees whose performance is poor. In order to evaluate the performance of
employees, HR managers first have to set up performance standards for comparing with
actual performance of employees to find out gaps of employee performance

Motivation

Motivation can be defined as a process which energizes, directs and sustains human
behavior. In HRM the term refers to person’s desire to do the best possible job or to exert
the maximum effort to perform assigned tasks. Motivation is important in getting and
retaining people. Motivation tools act as the glue that links individuals to organizational
goals, In addition, make individuals go beyond the job and be creative.

1.2 Functions of a HR

Hiring and Company Benefits Performance

Recruitments: and compensations: Management:

Enforcement of
Employee Maintain Employee
Laws & Disciplinary
Relationship: Records
actions:

Training and
continued
Education:
Hiring and Recruitments
Acquiring new talent is something every business needs to do if they wish to grow. HR
professionals tend to be at the forefront of the recruitment process. They will likely be
present at a candidate's first interview and work with hiring managers in specific
departments until hiring.

Company Benefits and compensations

Maintaining payroll, benefits, and company culture is an essential responsibility for the
HR department. Companies need to create attractive salaries while minding profit
margins to sustain growth. As a result, HR monitors employee pay and ensures adherence
to all company cultural standards.

Performance Management
Assessing performance is one of the essential tasks of the human resources department.
They can implement tools to gather data to analyze and report back to the company
executives.

Employee relationship
Companies are required to maintain a safe and healthy working environment for all
employees. A positive and constructive company culture motivates employees to stay and
perform at their best. The HR department is responsible for maintaining and managing
good employee relations.
Enforcement of disciplinary action

HR can protect the business’s reputation by implementing these rules and disciplinary
actions with respect and professionalism. Tardiness tends to be the most common
problem that HR departments need to address. Being late once or twice is often
understandable, but routine tardiness can disrupt company productivity.

Maintaining Employee records

Even in a world full of technology, company offices are still handling overwhelming
amounts of paper files. Regardless of whether files are kept digitally or in file cabinets,
the responsibility of HR is to manage all employee records. All documents need to be
stored neatly and follow a specific standardized security protocol.
Training and continued Education
Learning opportunities in the workplace are an excellent way to ignite company growth.
As current systems become outdated, HR is responsible for finding and implementing
training programs to ensure that employees are at the forefront of cutting-edge
technology and other instruments.

1.3 Challenges HR leaders are facing Today

Adaption to Innovation
Analytics based Decision Making
Complex employee
Policy
Automation of Hr Process
Social activities
Data Privacy
Cost Effectiveness
Report on guest
lecture on use of
HRMS
2.1 Introduction

On the 13th of May 2022, A guest lecture was organized by Christ college on the topic of
functions and challenges of an HR and a live demo session was held of a software
generally used by HRs .The lecture was delivered by Parul Ma’am who has vast
experience in the field of HR and has worked for a multiple companies .She is currently
working for B-sky tech as a HR and project manager .Ma’am briefed us about the
process, functions, challenges faced by a HR ,why cloud HRMS? And showed us a demo
of how a HRMS works

About the company

Sky Tech is one of the leading authorized web development companies equipped with a
pool of passionate IT experts. They are all set to provide a range of quality-driven and
cost-effective solutions catering to the needs of our global clientele. They ensure you get
the best result and complete satisfaction with our progressive end-to-end services. Your
Satisfaction is our best award and They guarantee it.

B-Sky Tech is an emerging and top software development company. They have served
100+ clients in different countries in development and maintaining website and mobile
apps. They have team of 15+ keen developers, designers, quality analysts, business
analysts. We are fluent in the custom web and mobile app development of every kind.
They develop websites on all major CMS & frameworks and mobile apps for both iOS
and Android. Core objective of their company is to deliver better solutions in cost
reasonable
2.2 Demo of the software displayed to us

Here is the dashboard of the HRMS software. As you can see there are multiple sections
such as leads, clients, HR etc on the left and on the home we can see the respective users
Tasks and Projects status plus any employees birthdays or any organization events about
to take place.
In this section, we can view all the employees currently active in the organization. Along
with their names, their position and their respective emails are also shown. The HR has
the authority to assign roles and take actions on each respective employee. They can add
or remove employees in the organization
In this section, We can view the leaves taken by the employee. The leave date, Status and
type .This is very important as we can get an idea if any projects status is going slow or
etc.
Attendance management system

This is the Attendance Management System. Over here we can see each employee and
their attendance. It becomes really convenient as they can mark their attendance from
their system and it gets uploaded on the HRs client.
In the Project management system, we can see each and every project and the group
members or employees assigned to the respective project. The deadline is also given with
the Projects client and the progress bar shows the amount of work done on the project.

Task Allotted

In the task allotted section, we can see specific tasks given to certain employees to be
completed of a respective project. The deadline, status and employee assigned to has
been given over here
The task report section shows a pie chart which refers to the amount of work / projects
completed and the amount of work pending to each employee. It even has a list form of
the following.

Attendance Report shows amount of days attended in a month and amount of hours
worked in total.
Harassment reporting tools
3.1 What is Workplace Harassment?

Definition- Workplace harassment occurs when an employee or group of employees feel

thratened or get belittled by their colleagues. The sole purpose of a workplace harasser is
to make their victims feel unsafe and uncomfortable.
Workplace harassment goes by various names like- “workplace bullying,” “mobbing,”
“workplace aggression,” etc.
Harassment incorporates various kinds of segregation and demonstrations of
infringement that is not confined to one specific group. Harassment occurs when people
target multiple groups, including women, racial minorities, sexual minorities, people with
disabilities, and immigrants. Fundamentally, workplace harassment requires a pluralistic
arrangement since it can't be outlined in one cognizant and solid definition.

3.2 Types of Workplace Harassment

Workplace harassment might or might not have any kind of physical evidence, but we
can’t deny it exists. As per the Equal Employment Opportunity Commission (EEOC),
harassment includes offensive jokes, bullying, slurs, epithets, physical assaults,
intimidation, ridicule, insults, offensive objects or pictures, and interference in work
performance.
Harassment at the workplace can be of any type, whether verbal or physical harassment,
sexual favors, psychological, emotional, etc. There are five major types of workplace
harassments, they are:
Verbal harassment
Psychological harassment
Cyberbullying
Sexual harassment
Physical harassment
Now, let’s have a closer look and help you identify these types of harassment at your
workplace.

Verbal Harassment

Victims of verbal harassment often face an ongoing battle of destruction that threatens
their health and career equally. Verbal harassment consists of demeaning slurs, offensive
gestures, and unwarranted criticisms.
Since this is a non-physical form of violence, it includes insults like fat-shaming/body
shaming jokes, hurtful comments, and unwanted taunting, thus, often challenging to
recognize. As it is a gray area, HR managers and leaders must be vigilant to notice such
harassing behaviors.
Psychological Harassment

Psychological harassment is somewhat similar to verbal harassment, but it is more covert

and consists of tactics like withholding information. Victims who face such harassment
are more likely to suffer mental breakdowns, low self-esteem, and tend to undermine
themselves.
Psychological harassment includes taking credits for others’ achievement, making
impossible demands, imposing impossible deadlines on an employee, forcing someone to
work outside their job scope, etc. This is a form of deliberate psychological bullying.

Cyberbullying

Digital harassment or cyberbullying is the newest form of harassment. Even though it

happens online, it is as derogatory as physical bullying.
Sheri Mooney, CEO, and president of Mind Squad HR, said-
Digital harassment includes posting threats or demeaning comments on social media,
creating a fake persona to bully someone online, creating a webpage about the victim to
mock and belittle them, and making false allegations online.
Usage of social media has become a norm in any workplace. Hence in the name of free
speech, anyone can harass anyone digitally. People can make fake personas to demean or
bully their colleagues.
But, there is also good news about digital harassment- victims can document it. Someone
who faces such bullying and discrimination can document these incidents in screenshots,
saved e-mails, etc.
Doing so, victims of workplace harassment can easily report such offensive behaviors.

Sexual Harassment

Sexual harassment at the workplace is a heinous crime and more common than you might
think. It is an offense that is not specific to women only. A person belonging to any
gender can be the victim or the perpetrator of sexual harassment.
According to a ZipRecruiter survey, 40% of female respondents and 14% of male
respondents have experienced sexual harassment in the workplace.
Unwanted touching, sending obscene messages and videos, asking for sexual favors,
comments including vulgar gestures are a few signs of sexual harassment.
Most of the time, these incidents go unnoticed and unreported, and because of this,
offenders often get away with their conduct. Many victims do not want to speak only
about this as they think it will get better, but no, it only worsens. However, if someone is
a sex offender and is making someone uncomfortable, one must report.
Physical Harassment

Physical harassment in the workplace has many degrees. Such harassments include
improper touching of clothing, skin, physical assaults, threats, or damaging personal
property.
People belonging to gender minorities communities are more likely to face such kinds of
harassment at work. Offenders can downplay some harassments in the form of jokes, not
causing physical harm; in such cases, it gets difficult to identify physical harassments.
Even if there is no severe physical harm, it can still be considered physical harassment. If
a situation becomes violent, employees must file a complaint and take strict actions
against the offenders.

3.3 How to Report Workplace Harassment?

Every organization has a human resource department and is intended to help employees
who need help in serious situations. Whether they feel uncomfortable or in danger, or are
threatened by a colleague, good HR pratices ensures their safety and job security.
Most grievances or harassing conducts lack physical evidence, but that must not deter a
victim from filing an official complaint.
According to Mooney, reporting workplace harassment is necessary, as there might be
complaints from other victims who might have reported similar offenses by the same
offender.
Many organizations have proper conduct and strict anti-harassment policies, while some
smaller organizations may not. We encourage employees, and most importantly, leaders
and HR managers to take the following steps-
Try to have a one-to-one conversation with the harasser calmly. Ask them to stop
directing such derogatory behavior towards your employees(victims). However, if the
abuse is physical, do not approach the harasser; instead, take direct actions.
If your employee complains about harassment and you see that the perpetrator is in a
leadership position, escalate the issue to the attention of HR if your attempts to resolve it
with the harasser fail. Consider providing evidence if you have any, like screenshots,
eyewitnesses, or text messages.
As a manager, if you feel that your company did not deal with your employees’
complaints diligently, get in touch with the EEOC, which can investigate the incident
impartially. Help your employees get in touch with them as they have their own laws and
agencies regulating workplace conduct.
WORKSHIELD
3.4 Introduction

Work Shield is a third-party mediator for sexual harassment and discrimination reports.
The company has a strong service focus and actively works with employers to investigate
incidents of sexual harassment and resolve every incident without bias.

Work Shield’s USP is its ability to align the solution with a company’s culture, ensuring
that it “protects employees, employers, and preserves cultures at the same time” (as
mentioned on its website).
Most reporting platforms simply direct employee concerns back to HR or management
for internal investigation, putting people and organizations at risk of discrimination,
bullying and sexual harassment in the workplace. But with Work Shield’s third-party
investigations and resolution recommendations, employees are more likely to speak up
and toxic behavior can stop sooner.
3.5 Services offered by them
Safe, Secure Reporting
Individuals have confidence reporting misconduct in the workplace directly to Work
Shield - via the secure Work Shield Portal or by speaking directly with a Work Shield
team member.

 Employees safe to report misconduct at work

 Mobile-Friendly Reporting

 Call Center Available 24/7

 Upload Documentation or Photos

 Immediate Notifications to Work Shield

INVESTIGATE
Prompt, Thorough Investigations
After an incident is reported, a qualified and experienced Work Shield Certified legal
professional quickly begins an impartial investigation by reviewing the incident report,
and reaching out to everyone involved.

 A caring member of our team listens and takes complaints of misconduct in the
workplace seriously

 Objective, thorough inquiry ensures comprehensive understanding

 Detailed, legally-compliant summary of investigation is provided
 Work Shield combines technology and people to resolve misconduct in the
workplace

RESOLVE
Focus on Fair Resolution
Based on investigation findings, our legal professionals provide an objective resolution
recommendation to the employer. When organizations carry out this recommendation,
they reduce their risk, and individuals have certainty their concerns have been resolved
fully and fairly.

 Work Shield experts help resolve misconduct in the workplace

 Confidential Communications Between Employer and Work Shield

 Promptly Resolve Complaints Before Escalating to Legal Action

 Unlimited Incident-Related Access to Work Shield’s Legal Professionals

Personalized Resolutions for Every Incident

3.6 How Work Shield is the Solution for CEOs

Every employee’s contribution makes a difference, but the chief executive officer of an
organization has the most direct impact on everything from employee engagement to
business outcomes. It’s true that everything starts at the top, and leadership sets the tone
for a positive workplace culture. While leaders have the power to create a healthy
environment, they also have the ability to negatively affect the workplace. In fact,
research shows that 52% of employees who quit their job said that their manager could
have done something to prevent them from leaving. As the Great Resignation continues,
it’s important for CEOs to start cultivating powerful workplace cultures from the top. 
Work Shield’s impartial misconduct solution provides an unparalleled visibility
for CEOs while offering peace of mind that every incident will be resolved efficiently by
certified legal professionals. Additionally, when organizations partner with Work Shield,
they’re able to create a culture of trust and transparency, which three out of
four employees say is important. 
Our Founder and CEO Jared Pope is no stranger to how Work Shield is the solution for
CEOs, and he shared invaluable insight into the benefits of a partnership with the only
comprehensive misconduct solution.
3.7 How does Work Shield help CEOs improve visibility within their
organization?

CEOs are viewed by their peers, employees and partners as the standard bearer of an
organization. They are leaders who care about each person working collaboratively to
move the organization forward. Work Shield allows a CEO to foster a safe workspace
that allows employees to be heard and engenders trust, where employees know that every
reported incident will have a clear path to resolution.  Employees want to be heard and
know they will not be retaliated against for speaking up.

How does partnering with Work Shield strengthen workplace culture?  

It’s simple, really.  Work Shield addresses workplace toxicity head-on. Should toxicity,
which comes in many forms, rear its ugly head with a Work Shield-Certified Employer,
their employees know they have a voice that will be heard and a clear path to resolution.
What's been gratifying to witness is that many employees have turned into “upstanders”
by reporting misconduct on behalf of another employee as opposed to being a passive
bystander. Work Shield addresses toxicity and misconduct so that on organization’s
DE&I initiatives can thrive.     

How does Work Shield's solution uphold an organization’s reputation? 

63% of an employer's market value is based on an employer's reputation. Yet, when

misconduct or workplace harassment or discrimination occurs and falls in the media
spotlight or gains attention elsewhere through word of mouth, the reputational impact on
an employer can be devastating. 
When this takes place, everyone looks to the CEO, wondering how such an incident
could have occurred under her or his watch. This outcome is preventable. Almost every
EEOC suit or charge and any employment litigation or settlement related to a misconduct
incident unfolds in the following manner:
- Employee reported the incident to the manager, supervisor or HR.  
- After a week or so, nothing has been accomplished, or the employee decides to call an
anonymous hotline, which sends the issue back to the employer to investigate.
- HR, legal or the managers/supervisors get busy with their day-to-day responsibilities
and cannot focus on the investigation or resolution.
- After more time has passed, the investigation is either at a stand-still or only starting to
take place, all while the employee is feeling anxious or resentful.
- After waiting and waiting for their employer to respond, the employee is frustrated and
decides to file an EEOC charge or lawsuit/demand letter and possibly airs their
grievances on social media platforms. 
The unfortunate scenario above is preventable with Work Shield. Their team investigates
employees’ harassment and discrimination incidents, within about five business days. It’s
time that employees are truly heard and know that their employers care about their well
being and psychological safety. As a result, organizations’ reputations and cultures are
protected.
PEOPLE ANALYTIC TOOLS
4.1 Introduction

HR analytics, also referred to as people analytics, workforce analytics, or talent analytics,

involves gathering together, analyzing, and reporting HR data. It enables your
organization to measure the impact of a range of HR metrics on overall business
performance and make decisions based on data. In other words, HR analytics is a data-
driven approach toward Human Resources Management.

HR analytics is a fairly novel tool. This means it is still largely unexplored in scientific
literature. The best-known scientific HR analytics definition is by Heuvel & Bondarouk.
According to them, HR analytics is the systematic identification and quantification of the
people drivers of business outcomes (Heuvel & Bondarouk, 2016).

In the past century, Human Resource Management has changed dramatically. It has
shifted from an operational discipline towards a more strategic one. The popularity of the
term Strategic Human Resource Management (SHRM) exemplifies this. The data-driven
approach that characterizes HR analytics is in line with this development.
By using people analytics you don’t have to rely on gut feeling anymore. Analytics
enables HR professionals to make data-driven decisions. Furthermore, analytics helps to
test the effectiveness of HR policies and different interventions.

By the way, HR analytics is similar to people analytics but there are some subtle
differences in how the terms are used.

Being able to use data in decision-making has been growing in importance throughout the
global pandemic. Moving towards a post-pandemic world, there are many changes
happening in employment – whether it is the growing popularity of hybrid work or the
increased use of automation. In this age of disruption and uncertainty, it is vital to make
the correct decisions in order to navigate our new realities. 

4.2 Using data in HR

Of all the departments in an organization, the Human Resource (HR) department may
have the least popular reputation.
This has two reasons. First of all, the HR department is like a doctor: you’d rather never
need one. 

Picture your role from the other side – when you ask an employee to come by your office,
it’s likely that something bad is about to happen. You may need to reprimand, put on
notice, or even fire your colleague. Good news, like getting a promotion, tends to come
from an employee’s direct manager. Not HR.

Secondly, many regard HR as soft. Fluffy-duddy. Old-fashioned. A lot of the work in HR

is based on ‘gut feeling’. We’re doing things a certain way because we’ve always done it
that way. HR doesn’t have a reputation of bringing in the big bucks or playing a numbers
game like sales. HR also struggles to quantify and measure its success, as marketing and
finance do.

HR data analytics changes all of this. A lot of the challenges we just described can be
resolved by becoming more data-driven and savvy about HR and analytics.

Example questions include:

 How high is your annual employee turnover?

 How much of your employee turnover consists of regretted loss?
 Do you know which employees will be the most likely to leave your company
within a year?
These questions can only be answered using HR data. Most HR professionals can easily
answer the first question. However, answering the second question is harder.

To answer this second question, you would need to combine two different data sources:
your Human Resources Information System (HRIS) and your Performance Management
System.

To answer the third question, you would need even more HR data and extensively
analyze it as well.

As a HR professional, you collect vast amounts of data. Unfortunately, this data often
remains unused. Once you start to analyze human resource challenges by using this data,
you are engaged in HR data analytics.

4.3 How HR analytics helps Human Resource Management

In the same way that analytics has revolutionized marketing, HR is being transformed by
analytics too. It enables HR to:

 Make better decisions using data

 Create a business case for HR interventions
 Test the effectiveness of these interventions
 Move from an operational partner to a tactical, or even strategic partner
The majority of HR departments just record, and store employee data. This doesn’t
suffice in today’s data-driven economy.

 Simply keeping records is often insufficient to add any strategic value. In the words of
Carly Fiorina: “The goal is to turn data into information and information into insight”.
This also applies to HR.

Doing this enables HR to become more involved in decision-making on a strategic level.

The graphic below shows how this works in practice.

A few examples of HR Analytics

To get started with HR analytics, you need to combine HR data from different systems.
Say you want to measure the impact of employee engagement on financial performance.
To measure this relationship, you need to combine your annual engagement survey with
your performance data. This way you can calculate the impact of engagement on the
financial performance of different stores and departments.

Key HR areas will change based on the insights gained from HR analytics. Functions like
recruitment, performance management, and learning & development will change.

Imagine that you can calculate the business impact of your learning and development
budget! Or imagine that you can predict which new hires will become your highest
performers in two years. Or that you can predict which new hires will leave your
company in the first year. Having this information will change your hiring & selection
procedures and decisions.

If you want to read more about how data can change hiring practices, check out Laszlo
Bock’s book ‘Work Rules’. Laszlo Bock was the senior VP of People Operations at
Google. In his book, he describes how hiring practices changed at Google after they
started to analyze their recruitment data.

4.4 How does HR analytics shape the business?

You can imagine that HR data analytics holds enormous value for an organization. These
examples are only the beginning. Indeed, analytics enables companies to measure the
business impact of people policies.

By applying complex statistical analyses, HR can predict the future of the workforce.
This enables managers to measure the financial impact of Human Resource practices. To
read more about the tools used for these analyses, check our overview on the top HR
analytics tools.

Measuring the impact of HR on bottom-line performance is the “holy grail” of HR data

analytics (Lawler III, Levenson & Boudreau, 2004). This is often done by calculating a
Return on Investment (ROI). It is the most powerful way for HR to increase its strategic
influence.
The aforementioned examples have an impact on both the cost and the revenue side of
the business.

Knowing the impact of HR policies will also help HR to become a strategic partner and
get rid of its ‘soft’ image. It helps HR to align its strategy with business goals and to
quantify the value it adds to the business. It takes the guess-work out of HR.

So, how do we at Analytics in HR define HR analytics? We believe it is about identifying

the people-related drivers of business performance. It takes the guesswork out of
employee management and is, therefore, the future of HR. Or, to put it in the words of
Edwards Deming: “Without data you’re just another person with an opinion”.
TOOL FOR HR ANALYTICS -
MS EXCEL
4.5 MS EXCEL

INTRODUCTION

Microsoft (NASDAQ: MSFT) Excel is a spreadsheet software application used to store,

organize, and analyze data. It was released in 1985 and has grown to become arguably
the most important computer program in workplaces around the world. In business, any
function in any industry can benefit from those with strong Excel knowledge.

Excel is a powerful tool that has become entrenched in business processes worldwide—
whether for analyzing stocks or issuers, budgeting, or organizing client sales lists.
4.6 Finance and Accounting

Financial services and financial accounting are the areas of finance that rely on and
benefit from Excel spreadsheets the most. In the 1970s and early 1980s, financial
analysts would spend weeks running advanced formulas either manually or (beginning
in 1983) on programs like Lotus 1-2-3. Now, you can perform complex modeling in
minutes with Excel.

Walk through the finance or accounting department of any major corporate office, and
you will see computer screens filled with Excel spreadsheets crunching
numbers, outlining financial results, and creating budgets, forecasts, and plans used to
make major business decisions.

Most users know that Excel can add, subtract, multiply, and divide, but it can do much
more with advanced IF functions when coupled with VLOOKUP, INDEX-MATCH-
MATCH, and pivot tables.
4.7 Marketing and Product Management

While marketing and product professionals look to their finance teams to do the heavy

lifting for financial analysis, using spreadsheets to list customer and sales targets can
help you manage your salesforce and plan future marketing strategies based on past
results.

Using a pivot table, users can quickly and easily summarize customer and sales data by
category with a quick drag-and-drop.

4.8 Human Resources Planning

While database systems like Oracle (ORCL), SAP (SAP), and Quickbooks (INTU) can

be used to manage payroll and employee information, exporting that data into Excel
allows users to discover trends, summarize expenses and hours by pay period, month, or
year, and better understand how their workforce is spread out by function or pay level.

 
HR professionals can use Excel to take a giant spreadsheet full of employee data and
understand exactly where the costs are coming from and how to best plan and control
them for the future.

You Can Do Anything With a Spreadsheet

Using Excel for business has almost no limits for applications. Here are some examples:

 When planning a team outing to a baseball game, you can use Excel to track the
RSVP list and costs.
 Excel creates revenue growth models for new products based on new customer
forecasts.
 When planning an editorial calendar for a website, you can list out dates and
topics in a spreadsheet.
 When creating a budget for a small product, you can list expense categories in a
spreadsheet, update it monthly and create a chart to show how close the product
is to budget across each category.
 You can calculate customer discounts based on monthly purchase volume by
product.
 Users can summarize customer revenue by product to find areas where to build a
stronger customer relationships.
 Use complex calculation methods, like Sharpe ratios.

4.9 How excel can be used in the HR department

Microsoft Excel isn’t a substitute for your core HR management system or advanced
people analytics, but as a day-to-day tracking and ad hoc reporting tool for HR, it is hard
to beat. Using human resources formulas and functions in Excel to answer questions and
make better decisions will help you along your road to becoming a data-driven HR
professional. It will also help you understand what your embedded analytics tools tell
you.

Using Excel is easier, faster, and cheaper than relying on IT for reporting, and chances
are your HR team has one or more people who are at least somewhat knowledgeable
about it.

However, most users’ skills don’t go beyond simple tracking and using reports created by
others. We have found that being the “Excel wizard” in HR can positively affect your
employability and income.

Microsoft’s extensive documentation is written for everyday users. Excellent training

resources and dozens of excellent books make it easy to learn—and for us, the learning
never stops.

With that in mind, we are offering here some of the most common human resources
formulas, tools, and functions in Excel. We hope you find them useful and that you
become eager to learn more.

4.10 Functions important of excel for HR

Functions Important for Excel in regards to human resources

1. Filtering Data
The most common HR task is to drill down and filter an employee database.

Use Case: Find the employees with salary $3000 or more.

Step 1: Highlight the data and hit Ctrl + T to format as an Excel table.
 Step 2: Under {Table Tools} Design | Properties | Table Name, rename the table name as
"Emp".

Step 3: Click on the arrow next to "Salary", go to Number Filters | Greater Than Or Equal
To. Enter 3000 as criteria and press OK.

Step 4: You can see that only those employees that do not match the criteria will be
filtered out.
Step 5: To clear filter, simply click on anyway in the Excel Table. Go to Data | Sort &
Filter | Clear.

Tip: Filtering can be used in other HR areas such as:

 Tracking time and attendance in an employee attendance report
 Active employees report
  New employees onboarding report
 Completion status of performance appraisal

2. TODAY function
Often, Human Resource professionals are required to calculate dates with reference to
today's date, such as calculating the age of employee and length of service.

The TODAY function recalculates itself so that you will always have today's date in
formulas.
=TODAY()

If you are using many TODAY functions in your spreadsheet however, you may
experience performance issues. If so, it is best recommended to use the TODAY function
once, and have other cells refer to that cell.

3. DATEDIF function
The DATEDIF function calculates the number of days, months, or years between 2
dates.
=DATEDIF(<start_date>, <end_date>, unit)

We have a few options for unit:

 “y” – no. of completed years
 “m” – no. of completed months
 “d” – no. of days
 “ym” – after ignoring years, the no. of completed months
 “yd” – after ignoring years, the no. of days

Use Case: Calculate employee's age

 =DATEDIF(<start_date>, TODAY(), "y")

Use Case: Calculate length of service

=DATEDIF(<start_date>, TODAY(), "y")

For more information on the DATEDIF function, refer to this explanation by Microsoft.

4. COUNTIF function
The COUNTIF function counts if a criteria is satisfied.
=COUNTIF(<range>, <criteria>)
Supposed we have a table of employee data, with the columns — Name, Department, and
Salary.

Use Case: New hire count

Step 1: Convert employee data set to an Excel table (See example in "Filtering Data").
Step 2: To count the number of employees in the Finance department, we can use:
 Step 3: Copy the formula in cell E2 to the other departments.

5. SUMIF function
While COUNTIF function counts if a criteria is satisfied, the SUMIF function adds if the
criteria is met.
=SUMIF(<range>, <criteria>, <range_to_sum>)

Use Case: Calculating the total salary expense of each department

6. Data Validation
The Data Validation feature is used to create a dropdown list.
Step 1: Highlight the cell to be the dropdown list, and go to Data | Data Tools | Data
Validation.
Step 2: In the Data Validation window, under Allow choose List.
Step 3: Under Source, select the range where the user can pick the labels from.

7. VLOOKUP function
The VLOOKUP function allows us to create formulas that match some text.
For example, it is very common to search through a table to match employee names.
=VLOOKUP(<lookup_value>, <table>, <column_num_in_table>, FALSE)

Use Case: Finding the department of an employee

The column_num_in_table is 2 for the example above as we want the second column of
the table — "Dept".

8. Pivot tables
PivotTables is a quick and easy way to create simple reports. For example, it is very
common to search through a table to match employee names.

Use Case: Recreate the total salary expense and employee count for each
department
Step 1: Highlight the table and go to Insert | Tables | PivotTables.

Step 2: Click on Existing Worksheet, and click on the cell where you want the report to
be.
 Step 3: In the PivotTable Fields window, do the following:
 Drag "Dept" to Row Labels
 Drag "Name" to Values
 Drag "Salary" to Values
Real time performance management
5.1 Introduction

Real-time Performance Management (RPM) is a management practice that measures

performance in real-time. These measures are used to adjust targets to exploit current
market conditions and improve business agility.

RPM provides a strategy for success with the very dynamic business conditions
confronting today's manufacturers. The focus is on operational cost and profitability
measures for resource allocation and decision making. Dynamic performance targets
adapt to changing definitions of what is important and what is acceptable performance.
The real-time monitoring of performance measures and external factors keep the
corporation focused on the "right things".

Compared to traditional performance reviews, real-time management drives high

performance through flexibility, accuracy, and consistent engagement. Engagement will
lead to a more self-aware and productive employee base, as they’re able to effectively
monitor and adjust their behavior as needed. According to a survey by Towers Watson,
which advises clients on human resources related matters, 95% of highly engaged
Canadian employees believe they have the necessary tools to achieve exceptional
performance, compared to only 20% of disengaged employees.
5.2 Why Real-time Performance Management (RPM)?

Rather than using dated accounting-based measurements, RPM solutions provide an

executive the tools to manage their business based on current, real-time conditions. The
disconnect between fixed, historically-based accounting measures and current operating
costs drives sub-optimal business performance. Standard costs are usually wrong in that
they do not match current costs. For example, try to determine if a particular product
meets your margin goals. Do you get ugly surprises at the end of an accounting period?

Specific operational KPIs that make sense for a particular product mix may lead to
counterproductive behaviors when compared to actual market demands. One common
management methodology is to use historic costs to derive a budget and future costs.
Historic performance contains past costs for downtime, scrap, downgraded goods, and
others. With this approach, history is given substantial credibility and the perception that
there are many unavoidable costs of doing business. Measures based on traditional cost
accounting systems sustains tens or even hundreds of millions of dollars of avoidable
costs.
5.3 Advantages of real time performance management

The advances in technology mean knowledge workers are always on. Remote working
and teams collaborating across regions means employees increasingly rely on digital
communication tools. The fluid nature of digital communication is in stark contrast to
long performance review cycles. Real-time feedback aligns with the way employees
access information today.

Here are five key benefits of real-time feedback.

1. Promotes Ongoing Learning

Real-time feedback creates opportunities for learning and improvement. A culture of
feedback allows managers to recognize top performers and provide course correction
early. This way, employees get immediate feedback and can improve more quickly. It’s a
lightweight format of learning and development that fits into their existing work flow.

2. Removes Recency Bias

Real-time feedback helps limit recency bias during employee evaluations because it
tracks employee accomplishments throughout the year. By celebrating and saving wins in
the moment, they are less likely to be forgotten many months later.

A failed project that takes place immediately before the review cycle also should not
detract from an employee’s overall performance. Collecting data throughout the year
ensures managers are evaluating the employee in context.

3. Increases Utility of Competencies

Role-based competencies or company values can be affirmed through real-time feedback.
A company may identify risk-taking, teamwork, leadership or integrity as values to
emphasize in the organization.
Real-time feedback enables peers and managers to recognize those attributes in
employees. These softer skills are often forgotten alongside technical expertise but an
effective workforce requires development of individuals as team members and leaders.

4. Drives Goal Progress

For companies that use OKRs or agile goal management, real-time feedback helps
support engagement. Recognition from peers or managers serves as a reminder of
individual goals. Constructive feedback helps employees stay on track with the goals
they’ve agreed upon with their manager.

5. Shifts Focus of Performance Reviews

Feedback does more to improve performance than costly reviews — but the transition is
not always easy. Many companies do reviews with real-time feedback, or monthly check-
ins with real-time feedback. With ongoing feedback collected throughout the year,
reviews are less susceptible to recency bias. Using real-time feedback enables each of
theses methods to benefit from reliable data.

Employees know what to expect at review time because they’ve been getting consistent
feedback from their manager, so there are no surprises or anxiety. Because feedback is
spread throughout the year, less time is wasted on reviews.
5.4 Guiding Principles of Performance Management

It is necessary to identify any causes that are external to the job and outside the control
of either the manager or the individual. Any factors that are within the control of the
individual and the manager can then be considered.
First, the entire performance management process – coaching, counselling, feedback,
tracking, recognition, and so forth – should encourage development. Ideally, team
members grow and develop through these interactions. Second, when managers and
team members ask what they need — to be able to do to do bigger and better things —
they move to strategic development.
The researchers also got the following additional views from practitioners about
performance management −

 A management tool which helps managers to manage.

 Driven by corporate purpose and values.
 To obtain solutions that work.
 Only interested in things you can do something about and get a visible
improvement.
 Focus on changing behavior rather than paperwork.
 It’s about how we manage people – it’s not a system.
 Performance management is what managers do: a natural process of management.
 Based on accepted principles but operates flexibly.
 Success depends on what the organization is and needs to be in its performance
culture.
 TOOL FOR REALTIME
PERFORMANCE MANAGEMENT
ORACLE
5.5 Introduction

Oracle Human Capital Management (HCM)

Natively built for the cloud, Oracle Fusion Cloud Human Capital Management is a
complete solution connecting every human resource process from hire to retire. This
provides a consistent experience across devices, enables one source of truth for HR data
to improve decision-making, and empowers you with market-leading innovation to
address your needs today and into the future. This is what they call work made human.
5.6 Why choose Oracle Cloud HCM?

Proven HR market leader

We're proud to be named a leader in analyst reports spanning HR and finance. This recognition is
a testament to our relentless focus on our customers’ success—helping to provide the innovation,
scalability, and security you need today and into the future.

Personalized employee experience

Keep your employees engaged with Oracle ME, the only complete employee experience platform
that delivers tailored guidance and communication to every employee and helps them
authentically connect with their manager and peers.

Agile HR and people strategy

Adapt your people strategy to every turn in your business. With the most complete HCM solution
as part of the unified cloud across HR, finance, sales and beyond, you get one source of truth to
make confident decisions, an employee experience that’s easy to scale, and the ability to quickly
adjust your processes in uncertain times.

Trusted HCM innovation partner

Innovation has always been part of Oracle’s DNA, but we don’t do this on our own. 80% of our
product updates come from customer feedback. And, with a record of hitting 98% of our roadmap
commitments, you can trust that we’ll keep our promises to you, so you can deliver on your
commitments to your customers.

Proven HR market
leader

trusted hcm
why innovation
agile hr and
people strategy
choose partnpersonalized
oracle employee
experience

personalized
employee
experience
5.7 What oracle offers in terms of Real time performance management

Flexible, Configurable Performance Evaluations

Organizations conduct their performance processes in a variety of ways, but many are
locked into rigid processes that are difficult or impossible to change. Having a flexible
performance system that supports different processes is critical. Depending on your
business unit, you may want to conduct annual evaluations, project evaluations, or use
performance improvement plans. Performance Management provides you with a flexible,
configurable template-driven setup that you can mold to fit the performance processes of
your organization without giving up control. This also includes a capability to configure
custom rules to calculate ratings.

Supporting the Evolution of Performance Management

As above, the system can be configured to support a multitude of varied performance
management methodologies, such as traditional mid-year and year-end evaluations, or the
growing trend of more frequent quarterly or monthly checkpoints, or a mix. You can
decide to use ratings, not use ratings at all, or use more qualitative categories to assess
your employees. Our feedback & Check-Ins features described below also support a
culture of ongoing dialogue and coaching throughout the year. Performance Management
is seamlessly integrated with Workforce Compensation to support the link between
achievement and reward.

Anytime Feedback
Anytime feedback enables employees and managers to provide positive or developmental
feedback to anyone in the organization at any time, using any device. When providing
feedback, the user can set the visibility option to share the feedback publicly with
everyone, share with the employee and manager, share with the manager only, or to
maintain private notes for just the user herself. Notes and feedback can be accessed
within the performance evaluation or anywhere in the system that you see the employee’s
name. Feedback (Notes) can also be used in the context of a performance goal or
development goal. You can provide feedback specific to a goal, or take notes about that
goal such as progress that has been made.

Check-ins
Check-Ins enable employees and managers to have simple and quick,1-on-1 discussions
using any device i.e. desktop, tablet or smartphone. They can be initiated by employee or
manager at any time to record for quarterly, monthly, or weekly conversations. Pre-
seeded questions for discussion later can also be added, users can also add goals or
freeform topics at any time, to focus the discussion on specific things that employees are
working on.

Multi-rater feedback, Questionnaires, Matrix Management

The ability to gather multi-rater feedback during the performance process enhances and
enriches the final evaluation. Performance Management also allows participants to rate
and provide comments on the employee’s competencies and goals, and organizations
can define configurable questionnaires to distribute to subordinates, peers, and
customers in the organization to request feedback. You can select participants and track
their responses, and the responses can be configured as fully visible to the employee,
visible but anonymous, or hidden from the employee and visible only to the manager.
The questionnaire can also be used as a feedback conduit between the manager and
employee to share additional information outside rated competencies and goals, such as
gathering the employee’s career aspirations. The system may also be configured to
include matrix managers as part of the evaluation process. The matrix managers can be
auto-populated, and these managers will have performance document visibility similar to
the line manager. These features allow for a more rounded, full picture of employee
performance to be recorded and communicated and can be tailored to fit your
organization’s performance culture.
5.8 GUI of oracle

As you can see from the picture, The GUI of oracle is very simple but don’t let the looks
fool you. It has plenty of features and is one of the most common RPS tool used world
wide. Oracle HR is built to meet the HR needs of employees, managers, and HR
professionals by providing tools and information based on roles and frequency of use.
Employees can access all the information they need to stay productive with a simplified,
personalized, and mobile-responsive home page.
Enable managers to analyze employee performance and better predict performance and
attrition by identifying factors that impact flight risk
.

Guide employees through the enrollment process with an intuitive benefits page and
enrollment flow.
Oracle Advanced HCM Controls protects sensitive HR data, prevents fraud and error, and
automates security through AI-driven algorithms.

Combine HR and finance data to align your people and business strategies and
proactively plan for your future workforce.
 References

www.whatishumanresource.com

www.aihr.com

Reporting, Investigation and Resolution of Workplace Harassment

(workshield.com)

blog.vantagecircle.com

www.trainingjournal.com

https://engagedly.com/

www.wikepedia.com

Nirali Publications Employee Recruitment And Record Management