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Adopting Analytics to Effectively Manage Workforce Needs [R Isherwood, M Seale, 2014] | Workforce Analytics | Descriptive Report | quantitative rigour to effectively manage workforce (e.g. recruiting, retention, development) with internal & external data. apply marcoeconomic data to inform sound decision making Workforce analytics offer a fact-based approach to addressing workforce-related issues can reveal risks for employee segments and also the reasons | IT as an Enabler | Internal External | Quantitative & Predictive Analytics | HR department | recruiting & retention & learning & development & workforce planning & staffing & employee satisfaction & employee engagement & talent management & strategic alignment | Individual Group Organizational |
HR and analytics: why HR is set to fail the big data challenge [Angrave, David et al, 2016] | HR Analytics | academic opinion-piece | HR analytics involves complex multistage projects requiring question formulation, research design, data organisation, and statistical and econometric modelling of differing levels of complexity and rigour based on big data enables data driven decision making to improve performance of people-related processes | HRIS dashboards | HRIS big data longitudinal data (un)structured data surveys | Quantitative & Visualisation & Statistical analysis & Experiments, quasi-experiments & predictive analytics multivariate longitudinal analysis | HR department | Strategic value & Performance & Decision making | Organizational |
"Personal social dashboard": A tool for measuring your social engagement effectiveness in the enterprise [Kremer-Davidson, S. et al , 2017] | Social Analytics | design-science | Personal feedback on social activities via Dashboard | Dashboard | CACS Logs | Quantitative & Social Network Analysis & Activity Ranking | Employees | Employee engagement & Employee empowerment & Employee retention | Individual |
A strategic approach to workforce analytics: Integrating science and agility [ McIver, Derrick, et al., 2018] | Workforce Analytics | Conceptual | Process to collect, manipulate, analyse HR related data and test hypotheses in a scientific manner. Data is integrated from different internal and external sources towards evidence-based decisions, not only for HR, but business in general. | IT as Enabler dashboard platform | structured unstructured CACS Logs Big Data internal external | Quantitative & Predictive Analytics & Statistics & Machine Learning | HR department Management | decision making & organizational outcomes & strategic value | Individual group organizational |
Achieving Human Capital Management: Building the Workforce Analytics Infrastructure [J Barrete, 2004] | Workforce Analytics | opinion-piece | From metrics to Analytics: Date Warehousing using internal and external HR and other function's data to improve people-related business functions | Data Warehouse OLAP cubes | external data internal data HRIS surveys public data sets | Quantitative & Data Warehousing & ETL & OLAP & descriptive analytics & what-if analysis | HR department Analysts | Talent Management & succession planning & employment satisfaction & workforce optimization | Individual |
Bodie et al (2017) - The Law and Policy of People Analytics. University of Colorado Law Review 88. discipline Law | People Analytics | Review (Legal) [argument based on history, definition of people analytics & taylorism] | Thus, while the term people analytics can cover a variety of approaches to HR management, they, as a group, generally follow a particular pattern: (1) the search for new pools of quantitative data that are correlated with business and employment success, and (2) the use of such data to make workplace decisions and to replace subjective decision making by managers. | Computer Science | "more data" | Quantitative & statistical analysis & knowledge discovery & data mining & predictive analytics & NHST & Correlations | HR department Management | (Workplace) Decision making | Individual Group |
Book chapter: HR metrics and workforce analytics [KD Carlson, MJ Kavanagh, 2011] | Workforce Analytics & Predictive Analysis & HR metrics | book chapter | measurement of human capital and the impact of people on organization processes to improve effectiveness & evidence-based management & workforce analytics is a system | IT as an Enabler HRIS dashboard | HRIS Big Data | Quantitative & realtime & metrics & benchmarking & predictive analytics & experiments (A/B testing) & balanced scorecard | HR department Management | decision-making & organizational effectiveness & recruiting & retention & promotions & succession planning & compensationb & employee engagement & performance & compliance & learning & development & workforce planning & strategc value | Individual Group Organizational |
Book: Handbook of Service Science: Workforce analytics for the services economy [Aleksandra Mojsilovi?Daniel Connors, 2010] | Workforce Analytics | research paper | workforce optimization through improved planning, scheduling, deployment and resource management to yield greater business value and profits | IT as an Enabler | HRIS data ERP data | Quantitative & multivariate statistics, machine learning & clustering & simulations & social network analysis | HR department | manage skills & workforce planning & staffing & demand forecasting & talent management & recruiting & retention & knowledge management & promotion & learning & development & strategic value & innovation & | Individual Group Organizational |
Book: Human resources strategy and change: Essentials of workforce planning and controlling [Weiss, C., 2016] | Workforce Planning and Controlling | Practitioner's handbook | Workforce planning and controlling is the process of HR that ensures in a structured way that an organization always has the right number of people with the right competencies at the right moment at the right location and with the right costs. It analyzes the workforce demand, determines the workforce supply, and generates the insights to enable the relevant stakeholders to match demand with supply, allocate and schedule resources, identify workforce gaps, and develop action plans to fill or reduce the gaps. | Specialized workforce planning systems | workforce metrics skills employee count GPS costs KPIs | Quantitative & Descriptive & Predictive Analytics | HR department | Improve management & Performance | Individual |
Cheng (2017). Causal modeling in HR Analytics: a practical guide to models, pitfalls, and suggestions. Academy of Management Annual Meeting Proceedings, 1. discipline HR/management | HR Analytics | Review (technical) & Methodology | a tool that encompasses statistical models to add strategic influence in human resource management | PA as Tool IT provides Big Data | Big Data | Quantitative & statistical analysis & predictive analytics & regression & longitudinal multivariate models & quasi-experimental | HR department | Improve HR Decisions & Strategic Influence | Individual |
Finger on the pulse: The value of the activity stream in the enterprise [Guy, I., 2013] | Social Analytics | design-science | Social Analytics using natural language processing for predicting social metrics such as awareness | Dashboard | CACS Logs | Quantitative & Natural Language Processing | HR department Management IT | Awareness | Individual Organizational |
HR analytics and performance appraisal system: A conceptual framework for employee performance improvement [Sharma and Sharma, 2017] | HR Analytics | Conceptual | HR analytics is more than just metrics and/or scorecards. It consists of various modeling tools such as behavioral modeling, predictive modeling, impact analysis, cost–benefit analysis and ROI analysis required for strategic HR decision-making | IT as Enabler | not mentioned | Quantitative & Behavioral modeling & Predictive analytics & Impact analysis & cost–benefit analysis & ROI analysis | HR department | performance & (objective) decision making | Individual |
Implicit bias in predictive data profiling within recruitments [Persson A, 2016] | People Analytics | academic opinion-piece | Companies use data mining:machine learning with algorithms and statistical learning. This if often referredto as using “Big Data”, or “People Analytics” & i.e. using large datasets to identify parameters that represents the best candidates for various positions. The motivation for companies is often the claim to become more objective in their assessment. They can also be claimed to want to become more certain in their decision making for hiring. | not mentioned | Big Data | Quantitative & Statistical analysis & machine learning & Data mining | HR department Recruiters | Decision making | Individual |
Inferring employee engagement from social media [Shami et al, 2015] | Social Analytics | design-science | Social Analytics using natural language processing for predicting social metrics such as employee engagement. | IT as Enabler Dashboard | CACS Logs | Quantitative & Natural Language Processing & Multivariate Statistics | Not addressed | Employee engagement | Individual |
Is Your Company Ready for HR Analytics? [Baesens, Bart & De Winne, Sophie & Sels, Luc, 2017] | HR Analytics | opinion-piece | HR analytics is “the new kid on the block” in busi-ness analytics applications, therefore practitioners can substantially benefit from lessons learned in applying an-alytics to customer-focused areas — and thus avoid many rookie mistakes and expensive beginner traps. | IT as Enabler | Big Data public data social network data eg. Emails project data location skills | Quantitative & Statistical analysis & Social network analysis & Regression models | HR department | performance & hiring & retention & decision making | Individual |
Latent Ability Model: A Generative Probabilistic Learning Framework for Workforce Analytics [Z Luo, L Liu, J Yin, Y Li, Z Wu, 2018] | Workforce Analytics | Methodological | Workforce analytics is a data-driven statistical learning methodology that employs statistical models and machine learn-ing algorithms to worker-related activity data logs, enabling enterprise organizations to optimize their talent pools and transform human resource management | IT as an Enabler | CACS Logs | Quantitative & Machine Learning & Latent ability Model & Gradient Descent | HR department Analysts | Employee management & performance & improve HR processes | Individual |
Learning from practice: how HR analytics avoids being a management fad [Rasmussen, Thomas, 2015] | HR Analytics | academic opinion-piece | Evidence-based decision making for HR function | Analytics | Qualitative and Quantitative | Quantitative & Multivariate Statistics | Organizations / HR Professionals | HR Decision making | Organizational |
Marler, J. H., and Boudreau, J. W. (2017). An evidence-based review of HR Analytics. International Journal of Human Resource Management, 28(1), 3–26. | HR Analytics | Review | A HR practice enabled by information technology that uses descriptive, visual, and statistical analyses of data related to HR processes, human capital, organizational performance, and external economic benchmarks to establish business impact and enable data-driven decision-making | IT as Enabler | HR Data Performance Data External Market Data | Quantitative & Descriptive & Visualisation & Statistical Analysis | HR department | (Data-driven) Decision making | Individual Group |
Optigrow: People Analytics for Job Transfers [Wei. D, 2015] | People Analytics | Design Science & Methodology | No concept or definition used | Custom Algorithm | expertise assessments curricula vitae project tracking data and HR information | Quantitative & Custom Scoring Algorithm | HR department | Internal Hiring & Job Transfer | Individual |
People Analytics: an organizational psychology perspective on data-oriented leadership [Reindl, 2016] | People Analytics | Review | People Analytics bezeichnen die systematische Analyse von Daten aus dem Personalwesen in Verbindung mit Daten aus anderen Unternehmensbereichen mit dem Ziel, Faktoren der Zusammenarbeit von Mitarbeitern und der Wettbewerbsfähigkeit von Unternehmen besser zu verstehen und gezielt zu fördern | IT as Enabler | "more data" HRIS employee count churn rates sick people personnel costs revenue curricula vitae social media longitudinal data sociometric badges | Quantitative & Clusteranalysis & Trend analysis & Regression analysis & SEM & SNA & predictive analytics | Management | hiring & retention & workforce planning & employee experience & competitive advantage & leadership & decision making & strategic alignment | Individual |
Quantile Regression for Workforce Analytics [KN Ramamurthy, KR Varshney, 2013] | Workforce Analytics & Workforce Behaviour | Methodological | Workforce analytics is a broad area comprising many scientific techniques that help in understanding and predicting the behavior of the workforce in a business using available data | not mentioned | HRIS data | Quantitative & Quantile Regression | Not addressed | Performance | Individual |
Raising your eminence inside the enterprise social network [Kremer-Davidson, S. et al , 2016] | Social Analytics | design-science | No definition provided | Tool | interview company's bloggers social behavioral patterns | Quantitative and Qualitative | Employees | Employee engagement | individual |
Shrivastava, S. et.al (2018) Redefining HR using people analytics: the case of Google discipline HR/commercial | People Analytics & HR Analytics | Business case study | People analytics or human resource (HR) analytics refers to the use of analytical techniques such as data mining, predictive analytics and contextual analytics to enable managers to take better decisions related to their workforce | not mentioned | Performance Data | Quantitative & Predictive analytics & data mining & contextual analytics | Management | Decision making & Hiring & Retention & Collaboration & Performance | Individual Group |
Singer, et al (2017) People Analytics in Software Development. Intl Summer School on Generative and Transformational Techniques in Software Engineering discipline tech | People Analytics | Design Science | the use of data, quantitative and qualitative analysis methods, and domain knowledge to discover insights about how people work together with the goal of improving collaboration. | IT as Enabler | Big Data | Quantitative and Qualitative | Developers | Collaboration | Individual |
Smart HR 4.0 – how industry 4.0 is disrupting HR(Review) [Sivathanu, B. et. al, 2018] | Smart Human Resources | business case study | SHR is characterized by innovations in digital technologies such as Internet of-Things, Big Data Analytics, and artificial intelligence (AI) and fast data networks such as 4G and 5G for the effective management of next-generation employees | IT as Enabler Internet of-Things fast data networks such as 4G and 5G | Big Data | Quantitative & Artificial Intelligence & Big Data Analytics | HR department | Improve Management & Hiring & Onboarding & Offboarding & Retention & Learning & Development | Individual |
Sprague (2015) - Welcome to the Machine Privacy and WorkplaceImplications of Predictive Analytics. Richmond Journal of Law and Technology discipline Law | Workplace Analytics | Review (Legal) | Predictive Analytics use a method known as data mining to identify trends, patterns, or relationships among data, which can then be used to develop a predictive model & in many cases attempting to predict behavior." | IT as enabler | "more data" log data meta data | Quantitative & Data mining & Predictive Analytics | Data scientists | Improve Management & Predict Behaviour | Individual Group |
The best practices to excel at people analytics, [Green. David, 2017] | People Analytics | Practitioner's whitepaper | No concept or definition used | not mentioned | not mentioned | Anectodal references | HR department CHRO | Business Value | Not clear |
The rise (and fall?) of HR analytics A study into the future application, value, structure, and system support [van den Heuvel, Sjoerd, 2017] | HR Analytics & People Analytics | academic research paper (20 interviews) | the systematic identification and quantification of the people drivers of business outcomes, with the purpose to make better decisions "a tool for HR" digital personnel management | IT as an Enabler | "more data" internal and external integration from multiple sources | Quantitative & statistical analysis & descriptive & correlations & predictive analytics & visualisation | Any department HR department Management | absenteeism & diversity & evidence-based decision making & performance & efficiency & costs & leadership & hiring & succession planning & workforce planning & retention & learning & development & wellbeing & compensation & engagement | Individual |
Transforming HR in the digital era: Workforce analytics can move people specialists to the center of decision-making [Prerna Lal, 2015] | Workforce Analytics | opinion-piece | Evidence-based decision making, informed by visualization and analysis of workforce data, to provide actionable and deep insights for driving workforce-related activities in the HR function and processes throughout the organization. | dashboard | HRIS data | Predictive Analytics & Descriptive Analytics & Visualization & forecast and scenario models | HR department | performance & evidence-based decision making & talent management & recruiting & employee retention & succession planning & learning & development & workforce planning & staffing & compensation & strategic value | Individual |
Tursunbayeva et al. (2018), People analytics - A scoping review of conceptual boundaries and value propositions | People Analytics | Review | People Analytics is an area of HRM practice, research and innovation concerned with the use of information technologies, descriptive and predictive data analytics and visualisation tools for generating actionable insights about workforce dynamics, human capital, and individual and team performance that can be used strategically to optimise organisational effectiveness, efficiency and outcomes, and improve employee experience | IT as enabler | not mentioned | Quantitative & Descriptive & Visualisation & Predictive Analytics | HR department | Performance & Employee Experience | Individual Group |
Understanding employee social media chatter with enterprise social pulse [Shami et al, 2014] | Social Analytics | design-science | Social Analytics using natural language processing for predicting social metrics such as employee engagement. | Dashboard | CACS Logs | Quantitative & Natural Language Processing & Multivariate Statistics | Not addressed | Employee engagement | Individual |
Using workforce analytics to improve strategy execution [Levenson, Alec, 2018] | Workforce Analytics | Conceptual & Academic Case Study | Workforce analytics is using scientific means, i.e. data collection and rigorous analysis, for improving HR processes, strategy exectuion, and organizational effectiveness in general. | not mentioned | anonymized aggregate data interviews surveys internal IT systems HRIS | Qualitative & Quantitative & Multivariate Statistics & Multilevel modeling & Social Network Analysis | HR department Management | organizational management & strategic execution & organizational effectiveness & competitive advantage & recruiting & training & workforce planning & performance & engagement & compensation & learning & development | Individual Group Organizational |
Workforce analytics: A case study of scholar-practitioner collaboration [Simon, Cristina & Ferreiro, Eva, 2018] | Workforce Analytics | academic case study | Workforce analytics is an effort that goes beyond applying statistical techniques to resolve practical managerial issues through the use of inferences and the development and testing of hypotheses based on workforce data. Question what role the workforce plays in supporting business optimize the contribution human capital makes to corporate performance | IT an Enabler Dashboard | "more data" Big Data Demographic Data Performance Data | Multivariate Statistics & Cluster Analysis & Regression & Correlation Analysis | HR department | Performance | Individual Group Organizational |
Workforce assessment method for an urban police department Using analytics to estimate patrol staffing [Srinivasan, Sudharshana, et al., 2013] | Workforce Analytics | Simulation Study | improve business effectiveness by evidence-based decision making using qualitative and quantitative analysis of empirical big data to compare multiple solutions to a problem before the actual implementation of the proposed solution. | IT an Enabler | "more data" Big Data | Quantitative & Predictive Analytics & discrete-event simulation model | Not addressed | performance & staffing & business decisions | Individual Group |