HR Value Proposition Using Predictive Analytics: An Overview

Published on Jan 1, 2020
· DOI :10.1007/978-981-13-9330-3_15
Poonam Likhitkar1
Estimated H-index: 1
(NIT-B: Maulana Azad National Institute of Technology),
Priyanka Verma4
Estimated H-index: 4
(NIT-B: Maulana Azad National Institute of Technology)
Sources
Abstract
Human resource management undergoes a drastic change due to digitization. In the current competitive environment, talented employee is undoubtedly the most valuable assets of the organization. The concept of data analytics in HRM is increasingly gaining attention and popularity among consultants and practitioners in the field of human resource management. Predictive analytics in the field of human resource management (HRM) leads to achievement of organizational benefits. This study aims to explore the role of predictive analytics in human resource management domain. In doing so, the paper examines relevant paper on HR analytics and how it helps in better decision-making in the organization. This paper also proposes that the use of analytics surely helps in effective decision-making process in the organization without any biasness. The present paper highlights the value of predictive analytics in the field of management, especially in the domain of human resource management.
📖 Papers frequently viewed together
3 Citations
References12
Newest
4 CitationsSource
#1Kylie Goodell King (UMD: University of Maryland, College Park)H-Index: 1
The use of data analytics in the field of human resource development is becoming increasingly common. This rise in popularity is accompanied by skepticism about the ability of human resource professionals to effectively utilize data analytics to reap organizational benefits. This article provides a review of literature both supportive and critical of human resource analytics, argues for the involvement of academia in implementing analytical practices, and uses a case study to illustrate how quan...
24 CitationsSource
#1David Angrave (University of Sheffield)H-Index: 5
#2Andy Charlwood (Lboro: Loughborough University)H-Index: 14
Last. Mark Stuart (University of Leeds)H-Index: 23
view all 5 authors...
The HR world is abuzz with talk of big data and the transformative potential of HR analytics. This article takes issue with optimistic accounts which hail HR analytics as a ‘must have’ capability that will ensure HR’s future as a strategic management function while transforming organisational performance for the better. It argues that unless the HR profession wises up to both the potential and drawbacks of this emerging field, and engages operationally and strategically to develop better methods...
120 CitationsSource
#1Thomas Rasmussen (Royal Dutch Shell)H-Index: 1
#2Dave Ulrich (UM: University of Michigan)H-Index: 36
Summary Human resource (HR) analytics is touted to have the potential to bring great value to general managers’ and HR leaders’ decision-making on human and organization capital by supplementing intuition and experience with evidence. Yet, it currently risks becoming another management fad, because HR analytics has too often taken an “inside-out,” HR-centric, and academic approach being governed by a Center-of-Expertise (CoE) distant from the business. A shift towards an “outside-in” approach wi...
78 CitationsSource
Talent analytics is a contemporary practice to measure the performance of the talent. The management of talent is only possible by talent analytics and it has made huge pace in today’s scenario. Talent management decisions should be based on facts and figures. A talented employee is the intellectual capital for the organization. Talent analytics boost the motivation and morale of employees. JEL Classification: O15
2 Citations
#1Adel Azar (TMU: Tarbiat Modares University)H-Index: 11
#2Mohammad Vahid Sebt (TMU: Tarbiat Modares University)H-Index: 1
Last. Abdolreza Rajaeian (TMU: Tarbiat Modares University)H-Index: 1
view all 4 authors...
Orientation: The success or failure of an organisation has a direct relationship with how its human resources are employed and retained. Research purpose: In this paper, a decision-making tool is provided for managers to use during the recruitment process. The effective factors in employees’ performance will be identified by discovering covert patterns of the relationship between employees’ test scores and their performance at work. Motivation for the study: Large amounts of information and data...
7 CitationsSource
#1Soumendu Biswas (Management Development Institute)H-Index: 12
#2Arup Varma (LUC: Loyola University Chicago)H-Index: 33
Purpose – The purpose of this paper is to examine the relationship between psychological climate, and transformational leadership, with employee performance. The paper builds on relevant research in this area, and extends such research to the Indian context.Design/methodology/approach – Data were gathered from 357 participants in Indian organizations, who responded to questions regarding their work environment and perceived supervisory support. The respondents' demographic data were treated as c...
25 CitationsSource
Employee engagement has emerged as a popular organizational concept in recent years. It is the level ofcommitment and involvement of an employee towards the organization and its values. An engagedemployee is aware of business context, and works with colleagues to improve performance within the jobfor the benefit of the organization. Employee engagement develops positive attitude among the employeestowards the organization. This paper focuses on various factors which lead to employee engagement a...
53 Citations
#1Jeanne G. Harris (Accenture)H-Index: 13
#2Elizabeth Craig (Accenture)H-Index: 5
Last. David A. Light (Accenture)H-Index: 1
view all 3 authors...
Purpose – More and more, the leaders of business functions are turning for competitive insights to the massive data they can now capture. But to date, human resources departments have lagged behind the efforts of marketing, IT, CRM and other functions. The purpose of this article is to show how executives can start using data to measure and improve HR's contributions to business performance.Design/methodology/approach – The article identifies six analytical tools that HR can use to connect HR ef...
52 CitationsSource
The authors provide their perspective on issues related to performance management by summarizing major approaches used at the organizational level, and offer insight into individual-level factors that may be related to individual performance.
14 Citations
Cited By1
Newest
#1Nesrine Ben Yahia (Manouba University)H-Index: 3
#2Jihen Hlel (Manouba University)
Last. Ricardo Colomo-Palacios (Østfold University College)H-Index: 34
view all 3 authors...
In the era of data science and big data analytics, people analytics help organizations and their human resources (HR) managers to reduce attrition by changing the way of attracting and retaining talent. In this context, employee attrition presents a critical problem and a big risk for organizations as it affects not only their productivity but also their planning continuity. In this context, the salient contributions of this research are as follows. Firstly, we propose a people analytics approac...
Source
#1Thomas PeislH-Index: 5
#2Raphael Edlmann (Heriot-Watt University)
This research aims to investigate the technology acceptance and use behaviour of hiring mangers when it comes to the adoption of predictive human resources analytics during recruitment. Additionally, this paper discusses the identification of dishonest behaviour to increase the job offer success during algorithm-based data screening. In the age of digital transformation, researchers and practitioners explore the possibilities of predictive analytics in human resource recruitment. Predictive data...
Source