Hi, could somebody help me with details about the applications of statistics in management and HR .
From India, Tiruchchirappalli
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From India, Tiruchchirappalli
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Hi Sruti,
Statistics are widely used in HR in many areas. The following are the ones which I can remember offhand. I hope other members join me in completing the list:
1. Compensation survey
2. Performance management
3. Employee Satisfaction Survey
4. Training feedback evaluation
Apart from these, statistics can be applied wherever quantitative analysis needs to be done, such as in the case of MIS reports for HR.
Regards,
Anuradha
From India, Pune
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8Statistics are widely used in HR in many areas. The following are the ones which I can remember offhand. I hope other members join me in completing the list:
1. Compensation survey
2. Performance management
3. Employee Satisfaction Survey
4. Training feedback evaluation
Apart from these, statistics can be applied wherever quantitative analysis needs to be done, such as in the case of MIS reports for HR.
Regards,
Anuradha
From India, Pune
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Hi Sruti,
In addition to Anuradha's points, I would like to add that statistics is applicable in HR in the following areas:
1) Operational Research Techniques in HR
2) Human Resource Accounting
3) Acquisitions, Mergers, Restructuring, and Downsizing (Placement, Best Mix)
4) Collective Bargaining (Management's Charter of Demand)
5) HR Budgeting
Regards,
SC
From India, Thane
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In addition to Anuradha's points, I would like to add that statistics is applicable in HR in the following areas:
1) Operational Research Techniques in HR
2) Human Resource Accounting
3) Acquisitions, Mergers, Restructuring, and Downsizing (Placement, Best Mix)
4) Collective Bargaining (Management's Charter of Demand)
5) HR Budgeting
Regards,
SC
From India, Thane
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Hi,
I guess to measure the effectiveness of the HR department, most of the issues are data-based, whether it is training, manpower, performance appraisal, QC circles, 5S policy, Kaizen, MUDAS, etc. So we can't say that now HR is not data-based. Management sees the results of the HR department, and like any other department, management wants the HR department to be ready with data. The reason being, data makes the process of analysis easy, more accurate, and less reliant on history.
Thanks,
Promila
From India, Delhi
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I guess to measure the effectiveness of the HR department, most of the issues are data-based, whether it is training, manpower, performance appraisal, QC circles, 5S policy, Kaizen, MUDAS, etc. So we can't say that now HR is not data-based. Management sees the results of the HR department, and like any other department, management wants the HR department to be ready with data. The reason being, data makes the process of analysis easy, more accurate, and less reliant on history.
Thanks,
Promila
From India, Delhi
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23_excel funaction and data analysis tool.pdf
Data Analysis.xls