Human Resource Analytics: Strategic Decision Making
Human Resource Management is progressing from being merely operational in nature to being seen as a strategic business partner. Analytics has played a key role in this transformation. HR Analytics is a data-driven approach to HR and is being applied to a wide range of areas in HR such as attracting top talent, performance measurement, compensation, workforce planning, training and development, retention, and overall human capital planning. Its insights are used as an input to strategic decision making and enable organizations to measure the business impact of HR practices and policies. An increasing number of organizations and HR professionals recognize the value in Analytics and are investing in building substantial analytics capabilities within HR. The current book- HR Analytics presents various functions associated with the discipline of Human Resource Management and assembles important research to assist in preparing and applying appropriate analytics for decision making. "
|
Table of Content
" HR Analytics
2 Organizational Attractiveness
3 Analytics for Recruitment and Selection
4 Analytics for Organizational Socialization
5 Analytics for Individual, Team, and Leadership Performances
6 Analytics for High-Performance Human Resource Practices
7 Analytics for Organizational Culture
8 Critical HR Variables and their Analysis
Annexure 1: Regression Analysis Using SPSS
Annexure 2: Scale Development
References "
|
Salient Features
"The current book, therefore, has the following key features:
· Linkages between HR Analytics, HR Audit, and HR Forecasting & Planning.
· Organizational Attractiveness, Performance Management, Training and Development, and other critical high-performance human resource practices.
· Live usages of SPSS for critical HR Analytics tools such as Regression analysis.
· Simplified Scale Development Techniques.
Finally, the present books should facilitate readers to-
· develop clear insights into the use of Data Analytics for HR.
· acquire confidence in using tools for effective HR analytics.
· create a platform for effective use of HR analytics.
· master frameworks for inspiring managers and motivating them to employ analytics-based HR."
|
|
|
|
|