Del 0 - Wiley and SAS Business Series

Predictive Analytics for Human Resources

Inbunden, Engelska, 2014

489 kr

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Create and run a human resource analytics project with confidence For any human resource professional that wants to harness the power of analytics, this essential resource answers the questions: "Where do I start?" and "What tools are available?" Predictive Analytics for Human Resources is designed to answer these and other vital questions. The book explains the basics of every business—the vision, the brand, and the culture, and shows how predictive analytics supports them. The authors put the focus on the fundamentals of predictability and include a framework of logical questions to help set up an analytic program or project, then follow up by offering a clear explanation of statistical applications.Predictive Analytics for Human Resources is a how-to guide filled with practical and targeted advice. The book starts with the basic idea of engaging in predictive analytics and walks through case simulations showing statistical examples. In addition, this important resource addresses the topics of internal coaching, mentoring, and sponsoring and includes information on how to recruit a sponsor. In the book, you'll find: A comprehensive guide to developing and implementing a human resource analytics projectIllustrative examples that show how to go to market, develop a leadership model, and link it to financial targets through causal modelingExplanations of the ten steps required in building an analytics functionHow to add value through analysis of systems such as staffing, training, and retentionFor anyone who wants to launch an analytics project or program for HR, this complete guide provides the information and instruction to get started the right way.

Produktinformation

Utgivningsdatum2014-09-02
Mått155 x 231 x 23 mm
Vikt340 g
FormatInbunden
SpråkEngelska
SerieWiley and SAS Business Series
Antal sidor176
FörlagJohn Wiley & Sons Inc
ISBN9781118893678

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JAC FITZ-ENZ, PHD, is founder and Chief Executive Officer of Human Capital Source, Inc. He founded the Saratoga Institute in Santa Clara, California after holding human resource positions at several major technology and financial services companies. He is widely regarded as the father of human capital strategic analysis, having published the first HR metrics in 1978 and the first international HR benchmarks in 1985. JOHN R. MATTOX II, PHD, is Director of Research at KnowledgeAdvisors. He is a former Associate Director of Performance Management at KPMG, Manager of Learning Effectiveness at PricewaterhouseCoopers, and a Manager at Arthur Andersen.

Foreword xiiiPreface xvChapter 1 Where’s the Value? 1Some Basics 1What Is Analytics? 2Two Values 4Analytic Capabilities 4Analytic Value Chain 6Analytic Model 8Typical Application 14Training Value Measurement Model 15Inside the Data 16Notes 19Chapter 2 Getting Started 21Go-to-Market Models 22Assessment 23Developmental Experiences 23Financial Connections 24Sample Case 26Focusing on the Purpose 26Present-Day Needs 28How Human Capital Analytics Is Being Used 29Turning Data into Information 30Three Value Paths 30Solving a Problem 31Essential Step 31Prime Question 32Case in Point 32Preparing for an Analytics Unit 33Ten Steps for an Analytics Unit 35Structure and Team Building 36Developing an Analytics Culture 37Notes 37Chapter 3 What You Will Need 39Dealing with the C Level 40Breaking Through 41Research 41Recruiting a Sponsor or Champion 42Making the Sale 43Selling Example 44Working with Consultants and Coaches 46Designing and Delivering Reports 48Making an Impact 50Process Management 50Preparation 52Notes 54Chapter 4 Data Issues 55Efficiency Measures 56Effectiveness Measures 61Business Outcome Measures 67Note 69Chapter 5 Predictive Statistics Examples 71Begin with the End in Mind 71Go Back to the Beginning 74Who Owns Data, and Will They Share It? 75What Will You Do with the Data? 77What Form Is the Data In? 79Is the Data Quality Sufficient? 80Note 82Chapter 6 Predictive Analytics in Action 83First Step: Determine the Key Performance Indicators 83Second Step: Analyze and Report the Data 89Relationships, Optimization, and Predictive Analytics 96Predictive Analytics 97Interpreting the Results 102Predicting the Future 111Structural Equation Modeling 113Notes 114Chapter 7 Predicting the Future of Human Capital Analytics 115What Does the Future Look Like? 116Bringing It All Together 126Predictive Analytics for HR in Action 126Notes 128Epilogue 129Appendix: Example Measures of Efficiency,Effectiveness, and Outcomes 133About the Authors 135Index 137