BUSM2653 People Analytics – Assessment 1 Insightful Analytics Report

Assignment Overview

Students in the Singapore Institute of Managements People Analytics module need to prepare an Insightful Analytics Report. This report is about using research and data to make HR decisions.

The assessment checks if students can:

• Look at HR research methods
• Compare different analytical approaches
• Use evidence-based decision-making concepts in HR practices

Assessment Details

Purpose of the Assignment

This report helps students understand how using research and data in HR can support organisational decisions.

Students need to:

• Evaluate HR research methods
• Analyse journal articles critically
• Compare HR analytics methodologies
• Discuss mixed methods research
• Apply insights to HR strategy and intervention planning

Introduction and Problem Statement

The report starts by looking at HR issues in selected journal articles. The chosen studies focus on:

• Employee voice and reward structures
• HR support for frontline managers
• Organisational. Employee engagement
• Evidence-based HR decision-making

These issues matter because they show how HR practices can affect employee motivation, communication and organisational performance.

In evidence-based HRM organisations use research findings and data of assumptions to develop policies and strategies.

Literature Review

Quantitative Research in HRM

research uses numbers, measurable variables and statistical relationships. Common Quantitative Methods include:

• Questionnaires
• Controlled experiments
• Correlation analysis
• modelling
• Hypothesis testing

Quantitative methods are often used to examine:

• Employee satisfaction
• Staff performance
• Reward systems
• Workplace behaviour
• Organisational engagement

These methods help researchers identify patterns and generalise findings across populations.

Journal Article 1 – Quantitative Analysis

The first article looked at how different reward systems affect employees willingness to provide feedback and speak up.

Researchers:

• Developed multiple hypotheses
• Conducted randomised controlled vignette experiments
• Collected data from participants in China, the United States and the United Kingdom

The study found relationships between:

• Tangible and intangible rewards
• Organisational identification
• Psychological safety
• Employee willingness to speak up

This supports evidence-based HR decision-making by showing that well-designed reward systems can improve employee participation and communication.

Qualitative Research in HRM

Qualitative research focuses on understanding experiences, perceptions and workplace relationships. Common Qualitative Methods include:

• Interviews
• Focus groups
• Case studies
• Thematic analysis
• Content analysis

Qualitative research is useful for exploring:

• Employee experiences
• Workplace culture
• Leadership relationships
• HR support systems
• Organisational communication

This method provides insight into human behaviour and workplace dynamics.

Journal Article 2 – Qualitative Analysis

The second article examined how frontline managers receive support from HR departments, peers and senior management.

Researchers conducted interviews with 57 employees in two public sector organisations.

The study revealed how frontline managers perceive HR support systems and highlighted challenges in implementing HR policies

Methodological Comparison

Strengths of Quantitative Research

• Larger sample sizes
• Easier statistical analysis
• generalisability
• Effective for hypothesis testing
• Supports outcomes

Limitations of Quantitative Research

• Less personal insight
• Limited understanding of emotions or experiences
• Can oversimplify behaviour

Strengths of Qualitative Research

• Rich and detailed insights
• Better understanding of perceptions and experiences
• Flexible research design
• contextual understanding

Limitations of Qualitative Research

• Smaller sample sizes
• generalisability
• Time-consuming data collection
• Potential researcher bias

When to Use Each Research Method

• Quantitative Methods Are Best When:
• Testing. Hypotheses
• Measuring relationships between variables
• Collecting large-scale data
• Generalising findings across populations
• Qualitative Methods Are Best When:
• Exploring employee experiences
• Understanding workplace behaviour
• Investigating culture
• Analysing complex human interactions

The choice of method depends on the research objectives and type of insight required.

Integration of Methods

Mixed Methods Research in HRM

Mixed methods research combines qualitative approaches to produce more comprehensive findings.

This approach allows researchers to:

• Validate findings with personal experiences
• Improve accuracy of HR decisions Understand both outcomes and employee perspectives
• Generate richer organisational insights

Implications for TFC

Key Recommendations

Based on both articles organisations should:

• Strengthen employee feedback systems
• Improve HR support for frontline managers
• Create safe work environments
• Develop reward structures
• Use evidence-based HR practices for policy development

Opportunities for the CHRO

If evidence-based HRM is successfully implemented the Chief Human Resources Officer (CHRO) may benefit through:

• employee engagement
• Improved organisational performance
• Data-driven decision making
• Higher employee retention
• Stronger workplace culture
• Effective HR interventions

Evidence-based HRM can also improve long-term strategic planning and workforce management.

Reference Example

Aleksandar Bulajic, Milan Stamatovic and Slobodan Cvetanovic (2012). The Importance of Defining the Hypothesis, in Scientific Research. International Journal of Education Administration and Policy Studies, 4(8) 170–176.