“With the additional responsibilities of being a strategic business partner, the modern HR function now faces greater pressure to make sound and impactful decisions. As a result, data-driven decisions have become an integral part of effective strategic HRM. To achieve strategic objectives and a competitive advantage, a growing number of organizations collect, analyze, and interpret data via HR information systems and HR analytics. More specifically, technological advances have made it easier to capture and store HR data in HR information systems, and using HR analytics, these data can be used to improve HR systems, policies, and practices and, as a result, the performance and viability of the organization. HR analysts test hypotheses to determine the best ways to manage people within the organization—or in other words, to arrive at data-driven decisions that bring the organization one step closer to meeting strategic objectives” (Bauer et al, 2018, p. 42).
Bauer, T., Erdogan, B., Caughlin, D., & Truxillo, D. (2018). Human Resource Management: People, Data, and Analytics. SAGE Publications.
With this in mind, study the data collection in the attached spreadsheet. Then study the slides showing how to correlate one variable with another. Lastly, complete the activity on slide 3. Attached your spreadsheet with your explanation of the results.
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