Learn How Successful Organizations Use Workforce Analytics To Improve Business Performance
De som köpt den här boken har ofta också köpt The 48 Laws of Power av Robert Greene (häftad).
Köp båda 2 för 566 krThe Power of People provides an exceptional primer for doing workforce analytics. It includes wonderful insights from thought leaders, and specific and usable tools for performing analytics.
Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan, and Partner of The RBL Group
Data analytics is a crucial and fast evolving organisational capability. This intriguing and fascinating book demonstrates not only the power of people analytics, but also creates a clear blueprint for building action-taking capability. A must read for any manager determined to add this valuable skill to their portfolio.
Lynda Gratton, Professor of Management Practice, London Business School
Trusting your gut on people issues turns out to be a bad idea. Analytics on your workforce is the most rapidly growing field of analytics. The Power of People is an excellent guide to this important and burgeoning topic.
Thomas H. Davenport, Distinguished Professor, Babson College, and Research Fellow, MIT Initiative on the Digital Economy
I believe you will find, like I did, that the frameworks and insights in The Power of People offer valuable steps toward realizing the potential of your workforce to create sustainable strategic success.
Dr. John Boudreau, Professor, Marshall School of Business; and Research Director, Center for Effective Organizations, University of Southern California
This is quite an exceptional book. Extremely well-researched, it constitutes essential reading for those involved in the burgeoning field of Big Data, giving first-rate advice on good practices for all those involved in Workforce Analytics.
Professor Peter Saville, Chairman 10X Psychology and Founder SHL and Saville Consulting
To build an extraordinary workplace, you need to harness the power of analytics. The Power of People provides a comprehensive look at latest research, offering best practices for leveraging the wealth of data now within our reach. If you want to master HR, you need to read this book.
Ron Friedman, Author of The Best Place to Work: The Art and Science of Creating an Extraordinary Workplace
Todays business executives are applying pressure to all aspects of their business (including HR and workforce areas) to use analytics to improve their bottom line. Despite this pressure there remain few resources for those looking to begin. The Power of People is an excellent primer providing definition and guidance for identifying, framing, and successfully deploying analytics solutions to solve workforce challenges.
Greta Roberts, CEO Talent Analytics, Corp.
We are barreling along toward the collision between Big Data, Analytics, and the successful acquisition, development, and retention of people in our organizations. The Power of People gives data-led comfort and practical ...
Nigel Guenole is an executive consultant with IBM, where he consults with many of the world's most successful organizations about improving organizational performance with psychological science. He is also Director of Research at the Institute of Management at Goldsmiths, University of London. Nigel's consulting, research, and teaching focus on topics in industrial-organizational psychology and statistical modeling. He is an associate fellow of the British Psychological Society (BPS), a member of the Academy of Management (AOM), and a member of the Society for Industrial and Organizational Psychology (SIOP). His work on topics related to workforce analytics has been featured in the media and popular press, as well as in numerous scientific journals, including Frontiers in Quantitative Psychology & Measurement and Industrial and Organizational Psychology: Perspectives on Science and Practice. Jonathan Ferrar is a respected consultant, speaker, and influencer in HR strategy, workforce analytics, and the future of work. He advises clients on how to establish human resources strategies that will improve business performance and make HR more relevant. He was listed as one of the global Top 50 HR Analytics Influencers on LinkedIn in 2014 and as one of the 15 HR and People Analytics Experts to Follow for 2017 by Jibe. Before he started his own consultancy business, Jonathan worked for more than 25 years in corporate business in IBM, Andersen Consulting (now Accenture), and Lloyds Bank, for many of those years in senior executive management roles in both the United Kingdom and the United States. Jonathan has worked with C-suite clients and business leaders across the globe on human resources management and workforce analytics. He holds a bachelor of arts degree and a master of arts degree from the University of Cambridge and a postgraduate diploma in human resources management from Kingston Business School. He is a Chartered Fellow of the Chartered Institute of Personnel and Development (Chartered FCIPD). Sheri Feinzig is a director at IBM, where she leads a global team of consultants, content development experts, and the Smarter Workforce Institute. Sheri has more than 20 years of experience in human resources research, organizational change management, and business transformation. She has applied her analytical and methodological expertise to numerous research-based projects on topics such as employee retention, employee engagement, performance feedback, social network analysis, and organizational culture. Sheri received her Ph.D. in Industrial-Organizational Psychology from the University at Albany, State University of New York. She has presented on numerous occasions at national conferences and has coauthored a number of publications and white papers. She has served as an adjunct professor in the psychology departments of Rensselaer Polytechnic Institute in Troy, New York, and the Illinois Institute of Technology in Chicago, Illinois, where she taught doctoral, masters, and undergraduate courses on performance appraisal, tests, and measures. Sheri is a member of the Society for Industrial and Organizational Psychology (SIOP).
Foreword by John Boudreau xv
About the Authors xix
Interviewees xxi
Vignettes xxv
Preface xxvii
PART I: UNDERSTANDING THE FUNDAMENTALS 1
Chapter 1 Why Workforce Analytics? 3
Adoption of Analytics 4
HRs Contribution to Business Value 4
The Changing Nature of HR 7
The Future of Work 11
Summary 13
Chapter 2 Whats in a Name? 15
Focus of the Function 16
Activities of the Function 17
A Name Fit for the Future 18
Summary 18
Chapter 3 The Workforce Analytics Leader 19
Reporting to the Chief Human Resources Officer 20
Responsibilities of the Workforce Analytics Leader 20
Business Acumen 22
Leadership Attributes 23
Summary 26
Chapter 4 Purposeful Analytics 27
A Model for Purposeful Analytics 28
Project Sponsors 38
Why Do Analytics Projects Fail? 40
Summary 42
Chapter 5 Basics of Data Analysis 43
Research Design 44
Objectives of Analysis 47
Unstructured Data 52
Traditional Statistics versus Machine Learning 53
Social Consequences of Algorithms 54
More on Design and Analysis 56
Summary 56
Chapter 6 Case Studies 57
Eight-Step Methodology 58
Case Study: Improving Careers Through Retention Analytics at Nielsen 59
Case Study: From Employee Engagement to Profitability at ISS Group 65
Case Study: Growing Sales Using Workforce Analytics at Rentokil Initial 71
Case Study: Increasing Value to the Taxpayer at the Metropolitan Police 76
Case Study: Predictive Analytics Improves Employee Well-Being at Westpac 80
Summary 83
PART II: GETTING STARTED 85
Chapter 7 Set Your Direction 87
You Have the Job! Now What? 88
Listening to Prospective Project Sponsors 90
The Seven Forces of Demand 91
Agreeing on the Scope of Analytics 95
Developing a Vision and Mission Statement 95
Summary 97
Chapter 8 Engage with Stakeholders 99
Who Are Stakeholders? 100
Stakeholders Served 101
Stakeholders Depended Upon 106
Stakeholders Impacted 113
Working Effectively with Stakeholders 118
Summary 121
Chapter 9 Get a Quick Win 123
Identifying Potential Projects 125
Complexity-Impact Matrix 125
Assessing Complexity and Impact 129
Summary 133
PART III: BUILDING YOUR CAPABILITY 135
Chapter 10 Know Your Data 137
A Pragmatic View of Data &nb...