LUBS5342M – People Analytics: Strategy and Practice

University of Leeds | Leeds University Business School

🎯 Course Overview

This module develops critical skills in using data-driven approaches to solve strategic people management challenges. Students will learn to analyze HR data, apply quantitative techniques, and translate insights into actionable organizational solutions. Through NHS case studies and hands-on workshops, the course covers causal inference, ethical considerations, and the practical implementation of analytics in HR decision-making.

📅 Weekly Lecture Themes & Content Focus

• Week 1: Foundations of People Analytics
  • Strategic human capital theory and evidence-based HR
  • Evolution from HR metrics to predictive analytics
  • Case study: NHS workforce challenges
• Week 2: HR Data Landscape
  • Attitudinal vs. performance data sources
  • Data generation and administration processes
  • NHS staff surveys and hospital performance metrics
• Week 3: Causal Inference in HR
  • Directed Acyclic Graphs (DAGs) for people problems
  • Mediator vs. moderator relationships
  • Case: Engagement-performance link in healthcare
• Week 4: Employee Engagement Analytics
  • Commercial vs. academic engagement measures
  • Gallup Q12 critique and Utrecht model
  • Workshop: Analyzing NHS engagement data
• Week 5: Flexible Work Arrangements
  • Employee vs. employer-centered flexibility bundles
  • Work intensity measurement (extensive vs. intensive)
  • Seminar: Understanding Society dataset analysis
• Week 6: Ethical Dimensions
  • GDPR and Data Protection Act in HR analytics
  • Privacy, consent, and bias in people data
  • Case: NHS survey non-response bias
• Week 7: Change Management for Analytics
  • Socio-technical systems approach
  • Stakeholder analysis and resistance factors
  • Force Field Analysis application
• Week 8: Communicating Insights
  • Data storytelling principles
  • Dashboard design best practices
  • NHS metrics visualization workshop
• Week 9: Future of People Analytics
  • Machine learning applications in HR
  • Automation risks and opportunities
  • Ethical AI in talent management
• Week 10: Assignment Clinic
  • Report structure and literature integration
  • Analytical account development
  • Q&A on NHS case study analysis

📚 Key Readings

• Core Textbook: Guenole, N., Ferrar, J. and Feinzig, S. (2017). The Power of People: How Successful Organizations Use Workforce Analytics
• Theoretical Foundations:
  • Kahn (1990) – Psychological Conditions of Engagement
  • Schaufeli & Bakker (2004) – Utrecht Work Engagement Model
  • Ogbonna & Valizade (2018) – NHS HPWS Study
• Contemporary Applications:
  • Avgoustaki & Bessa (2019) – Flexible Work Bundles
  • Tursunbayeva et al. (2022) – Ethics of People Analytics

📝 Assessment

The module is assessed through a 5,000-word project report in two parts:

• Part A: Analytical Report (3000 words)
  1. Business problem analysis (e.g., NHS engagement-performance link)
  2. Data description and methodological approach
  3. Key findings and actionable organizational insights
  4. Change management recommendations
• Part B: Ethical Evaluation (2000 words)
  • Legal and social issues in people analytics
  • Privacy, consent and bias considerations
  • GDPR compliance strategies

Evaluation Criteria: Analytical rigor, theoretical integration, practical relevance, and ethical awareness.

🔍 Assignment Preparation Guide

Key Frameworks to Apply

• Causal Models: DAGs for engagement-performance relationships
• Ethical Frameworks: GDPR principles for HR data handling
• Change Models: Kotter’s 8-step process for analytics implementation

Report Structure Tips

1. Introduction: NHS context and business problem
2. Methods: Data sources (staff surveys, SHMI) and analysis techniques
3. Findings: Engagement-performance correlations with visualization
4. Recommendations: Team working models and engagement measurement
5. Ethical Analysis: Privacy risks and non-response bias mitigation

📝 Mock Assignment Brief