BUSI DISCUSSION WEEK 1
Past changes to HR have made a difference, but it is now critical for HR to
focus on a business impact-based approach that is centered around being
more commercially focused, more data- and evidence-based, and more
analytical in its approach. Describe ways for a current or previous
organization in which you serve(d) to effectively apply a data analytical
approach to the HR function. Maintain anonymity of the organization.
Context for Change
..... Human resources (HR) has undergone a significant transformation
over the years, evolving from simple administrative record-keeping to
strategic workforce planning. While past changes in HR practices have
improved workplace efficiency and employee satisfaction, the current
business landscape demands a shift toward a business impact-based
approach. This approach requires HR to be more commercially focused,
data-driven, and analytical in decision-making. For a pizzeria, leveraging
data analytics in HR can lead to improved employee performance, reduced
turnover, and better alignment with business objectives.
..... One of the key ways a pizzeria can apply a data analytical approach
to HR is through workforce planning and scheduling. By analyzing sales
data, foot traffic, and customer demand patterns, HR can predict peak
hours and schedule staff accordingly. Predictive analytics can help
determine optimal staffing levels, ensuring that there are neither too few
nor too many employees working at any given time. This reduces labor costs
while maintaining high service quality. Luke 14:28 says, “For which of you,
intending to build a tower, sitteth not down first, and counteth the cost,
whether he have sufficient to finish it” (King James
Bible,1769/2017)..Highlighting the need for strategic planning and data-
driven decision making, this verse depicts how HR must analyze workforce
trends, forecast labor needs, and ensure investments in employees align
with established business goals.
..... Another critical application of data analytics is employee
performance management. To support effective decision-making, businesses
utilize key performance indicators (KPIs), which are derived from various
data sources, including sales forecast models. In the restaurant industry, the
most commonly used KPIs fall into several key categories: customer
feedback, occupancy rates, service performance, revenue generation, cost
control, workforce management, and quality compliance (Fernandes, et.al,
2021). By monitoring metrics such as order accuracy, speed of service, and
customer feedback, HR can identify top-performing employees and those
who may benefit from additional training. This enables targeted coaching
programs that enhance employee skills and overall operational efficiency.
Proverbs 27:23 states, “Be thou diligent to know the state of thy flocks and
look well to thy herds” (King James Bible,1769/2017).In this verse,
emphasis is placed upon the importance of being diligent in managing
people and resources, much like HR should use data analytics to understand
workforce trends, optimize staffing, and improve overall business
performance.
.... Adding to this, Khan and Millner state that the people function should
craft a carefully considered strategy that prioritizes key business objectives
and aligns seamlessly with employee actions, behaviors, and organizational
culture. By doing so, people analytics not only facilitates the measurement
and monitoring of progress against the broader business strategy but also
empowers the people function to effectively manage its overarching people
strategy. This approach enables informed decision-making, allowing the
board to implement forward-looking initiatives that drive the organization
toward its strategic goals (2023).
.... Employee retention is another area where HR can benefit from a data-
driven approach. High turnover rates in the food service industry can be
costly, making it essential to identify patterns leading to employee
dissatisfaction. Employee turnover often stems from a disconnect between
expectations and workplace realities. To address this, organizations must
understand employee needs, provide essential resources, and align
expectations with actual job conditions (Cajander & Reiman, 2024). HR can
analyze exit interview data, engagement surveys, and work schedule
preferences to uncover trends that contribute to attrition. Ecclesiastes 4:9
says, “Two are better than one; because they have a better reward for their
labour” (King James Bible,1769/2017). This verse reinforces the
importance of collaboration and efficiency, which HR can achieve through
analytics by identifying high-performing teams, improving employee
engagement, and fostering a data-driven culture. By addressing common
concerns, such as work-life balance or career development opportunities,
the pizzeria can implement strategies to boost employee morale and reduce
turnover.
..... The primary purpose of recruitment is to identify and attract top
talent, creating opportunities to select the most qualified candidates for the
organization (Abbasi, et.al., 2022). An effective recruitment process not only
draws a diverse pool of applicants driven by intrinsic motivation but also
ensures that the selection process strategically aligns talent with the
organization's evolving needs (Abbasi, et.al, 2022). Recruitment and hiring
practices can also be enhanced through analytics. HR can utilize applicant
tracking systems (ATS) to assess the effectiveness of different hiring
sources, evaluate candidate qualifications using predictive models, and
identify the traits of successful employees. By leveraging data, the hiring
process becomes more objective, ensuring that the pizzeria attracts and
retains high-performing staff.
..... Lastly, data analytics can support employee engagement and
satisfaction initiatives. By measuring sentiment through surveys and
feedback platforms, HR can gauge workplace culture and make informed
decisions on improving employee well-being. Dedicated employees are more
likely to embrace organizational change when they see it as beneficial.
However, research suggests that highly committed individuals may resist
change if they perceive it as a threat to personal interests. Moreover, those
who are deeply committed to their organization are more willing to
participate in change efforts, increasing the likelihood of fostering positive
attitudes toward transformation (Motuma & Amaha, 2020). By adopting this
model, HR can move beyond traditional functions and become a strategic
partner in the pizzeria success.
References
Abbasi, S. G., Tahir, M. S., Abbas, M., & Shabbir, M. S. (2022). Examining
the relationship between recruitment & selection practices and business
growth: An exploratory study.Journal of Public Affairs, 22(2), n/a.
Cajander, N., & Reiman, A. (2024). Aligning expectations with real-world
experiences: A talent management study on the restaurant industry in
Finland.Employee Relations, 46(9), 1-20..https://doi.org/10.1108/ER-07-
2023-0347Links to an external site.
Fernandes, E., Moro, S., Cortez, P., Batista, F., & Ribeiro, R. (2021). A data-
driven approach to measure restaurant performance by combining online
reviews with historical sales data. International Journal of Hospitality
Management, 94, 102830..https://doi.org/10.1016/j.ijhm.2020.102830Links
to an external site.
Khan, N., & Millner, D. (2023)..Introduction to People Analytics.(2nd ed.).
Kogan Page..https://mbsdirect.vitalsource.com/books/9781398610057Links
to an external site.
King James Bible. (2017). King James Bible
Online..https://www.kingjamesbibleonline.org/Proverbs-3-5_3-6/ . Links to an
external site. Links to an external site.Links to an external site. . (Original
work published 1769).
Motuma, M. W., & Amaha, B. C. (2020). Are commitment and job
satisfaction affect attitude of employees towards change initiatives?Jurnal
Akuntansi, Manajemen Dan Ekonomi, 22(2), 12-
19. https://doi.org/10.32424/1.jame.2020.22.2.2777
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