Digital hr and analytics

The course Digital HR and Analytics aims to contribute to the MSc Management of Human Resources goals by offering research-grounded and practice-connected models to understand and manage the intersection of Human Resources Management (HRM) and technology. As the importance of digital technologies in people management has increased, so has the research on tools, processes, and theories related to digital HRM. Similarly, the relevance of advanced data analysis and techniques to enhance strategic decisions has also increased. However, in such a rapidly evolving scenario, developing a critical mindset toward the adoption of technologies is crucial in order to better understand the risks and benefits associated with digital HRM. Therefore, by engaging in this course, students will develop a comprehensive understanding of both the positive and negative impacts of digital technologies and HR analytics on HRM systems. They will also have the opportunity to critically reflect on the evolving role of the HR function in addressing the managerial challenges posed by these transformative changes.

At the end of this course, students will be able to:
1) Illustrate the main perspectives in the research on technology and HRM (tool, proxy, and ensemble view of technology)
2) Critically debate the relationship between e-HRM and the strategic role of the HRM function by adopting a resource-based view approach.
3) Identify success factors and steps in the implementation of digital HRM systems processes
4) Distinguish between descriptive, predictive, and prescriptive HR analytics
5) Apply the Job Characteristics Model to analyze how the adoption of information technology affects job design.
6) Describe the impact of social media and Artificial Intelligence adoption on the main HRM practices (e.g., attraction, recruitment and selection, training and development).
7) Illustrate virtual teams' challenges and related possible solutions
8) Recognize sources and mechanisms of digital leadership
9) Examine workforce data and use that information to design adequate HRM initiatives
10) Identify the various types of HR analytics useful for measuring the effectiveness of HRM practices implementation.