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Predicting Business Success : Using Smarter Analytics to Drive Results /
Going beyond the usual slicing and dicing of HR data, this book shows HR professionals how to definitively connect the dots between people data and business outcomes with a straightforward approach for scaling analytics to all leaders and all levels. --
| Clasificación: | Libro Electrónico |
|---|---|
| Autores principales: | , , , |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Alexandria, VA :
Society For Human Resource Management,
[2018]
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| Edición: | First edition. |
| Temas: | |
| Acceso en línea: | Texto completo |
Tabla de Contenidos:
- Front Cover; Advance Praise for Predicting Business Success; Title Page; Half Title; Copyright; Contents; Foreword; Preface; Acknowledgments; Introduction; Section 1; Introduction; Chapter 1: HR Analytics 101; Making It Simple: Big Data and Predictive Analytics in HR; Artificial Intelligence and Machine Learning; Chapter 2: Align HR Strategy with Business Outcomes and Goals; Stakeholder Interviews; The Business Partner Roadmap; Case Study; What HR Analytics Should Be; Conclusion; Section 2; Building Predictive Talent Profiles; Chapter 3: Key Data Elements for Predicting Business Success
- Data, Data, Data: Sources and Integration ; Bringing Together Key Data sets to Understand Business Impact: A Case Study; Chapter 4: Making Data Predictive; Obstacles to Smarter Analytics; Smarter Analytics: Getting Started; Section 3; Data and Analytics Across the Employment Lifecycle; Chapter 5: Selection and Recruitment; Realistic Expectations and Assessing Fit; Advances in Personality Assessments; Chapter 6: Onboarding; Onboarding; Using Smarter Analytics with Onboarding Survey Data; Onboarding Analysis with Smarter Analytics: Phase II; Chapter 7: Employee Surveys
- Applying Smarter Analytics to Employee Surveys ; The Mechanics of the Strategic Survey HeatMap; Be Careful: Benchmark Myopia; HR as a Business Partner; Be Careful: The Dangers of Engagement; What Drives Business Outcomes?; Proper Analytics Lead to ROI; Measuring and Diagnosing Turnover with Analytics; The Connection between Turnover Risk and Voluntary Turnover; Be Careful: Pulse Surveys and Continuous Listening; More Is Not Always the Answer; Survey Action Planning; Chapter 8: 360° Development and Training Needs
- How Are Organizations Changing or Evolving the Way They Utilize 360° Feedback Surveys?Using a Competency Model to Develop a 360° Tool; Smarter Analytics in Action: Which Competencies Drive Results?; Identifying Critical Competencies and Behaviors by Differentiators; Development vs. Performance Evaluation; Training-Needs Assessment; ROI of Training Interventions: Behavior Change and Business Impact; Chapter 9: Data Integration; Some Data Dashboards Are Effective; An Integrated Lifecycle Story; Telling Compelling Stories with the Employee Lifecycle: The Millennial Myth
- Succession Planning: A Unique Data-Integration Opportunity; Section 4; Case Studies; Chapter 10: Case Study One; Four-Step Process; Summary; Chapter 11: Case Study Two; Phase One; Phase Two; Appendices; Appendix A: The Concept of Causality; Theory; Correlation; Including All Relevant Causal Variables; Accounting for Measurement Error; Appendix B: The Mechanics of Employee Hiring; What the Research Tells Us: Effective Execution of Structured Selection System; Step One: Conduct a Job Analysis or Build a Competency Model; Step Two: Choose the Appropriate Selection Tools