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HR analytics_A study into the current state of HR analytics and predictions for its future
  • HR Analytics ( Graduate Program Night)
  • The People Analytics Age (3/7)
  • People Analytics in the Era of Big Data
  • HR Analytics_Book_Jac Fitz-Enz
  • Big Data and Data Analytics in HR (2018/3/14)
  • Why You Need to Embrace the Big Data Trend in HR
  • How Analytics Are Becoming Important For HR
  • The Growing Demand for HR Analysts
  • Big Data in Human Resources
  • Data Analytics in Human Resources
  • HR analytics_A study into the current state of HR analytics and predictions for its future
  • Is your company ready for HR analytics
  • Is HR Ready for Analytics
  • An evidence-based review of HR Analytics
  • How Google Is Using People Analytics To Completely Reinvent HR
  • Competing on Talent Analytics
  • How to Migrate from Business Analytics to People Analytics (3/21)
  • 第2章作業
  • The Seven Pillars of People Analytics Success (3/28)
  • 第3章作業
  • Workforce Planning Analytics (4/11)
  • 第4章作業
  • Guest Speaking (2018/4/18)
  • Talent Sourcing Analytics  (4/25)
  • 第5章作業
  • Talent Acquisition Analytics (5/2)
  • 第6章作業
  • Onboarding and Culture Fit (5/9)
  • 第7章作業
  • Talent Engagement Analytics (5/16)
  • 第8章作業
  • Analytical Performance Management (5/23)
  • 第9章作業
  • Employee Lifetime Value and Cost Modeling (5/30)
  • 第10章作業
  • Using Retention Analytics to Protect Your Most Valuable Asset (6/6)
  • Guest Speaking (2018/6/13)
  • Final Presentation - People Analytics (2018/6/20)
  • People Analytics in the Era of Big Data Book
  • Final Presentation
  • 9 Talent Analytics Use Cases for Business Leaders
  • Keypoint
  • Discuss
  • Note
Posted : 2018-03-08 11:52
Views : 516
Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

It was suggested that the future of HR analytics depends on integration within a company. There needs to be an updated and inclusive IT infrastructure for centralized data storing. HR analytics will move from simple statistical reporting to evidence-based predictive decision-making. It was also found that the future of HR analytics might mean it ceases to exist as a separate function, if it is subsumed in a centralized analytics function, overarching all business disciplines.

Practical implications

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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