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People Analytics in the Era of Big Data provides a blueprint for leveraging your talent pool through the use of data analytics. Written by the Global Vice President of Business Intelligence and Predictive Analytics at Monster Worldwide, this book is packed full of actionable insights to help you source, recruit, acquire, engage, retain, promote, and manage the exceptional talent your organization needs. With a unique approach that applies analytics to every stage of the hiring process and the entire workforce planning and management cycle, this informative guide provides the key perspective that brings analytics into HR in a truly useful way.
You're already inundated with disparate employee data, so why not mine that data for insights that add value to your organization and strengthen your workforce? This book presents a practical framework for real-world talent analytics, backed by groundbreaking examples of workforce analytics in action across the U.S., Canada, Europe, Asia, and Australia.
* Leverage predictive analytics throughout the hiring process
* Utilize analytics techniques for more effective workforce management
* Learn how people analytics benefits organizations of all sizes in various industries
* Integrate analytics into HR practices seamlessly and thoroughly
Corporate executives need fact-based insights into what will happen with their talent. Who should you hire? Who should you promote? Who are the top or bottom performers, and why? Who is at risk to quit, and why? Analytics can provide these answers, and give you insights based on quantifiable data instead of gut feeling and subjective assessment. People Analytics in the Era of Big Data is the essential guide to optimizing your workforce with the tools already at your disposal.
People Analytics in the Era of Big Data provides a blueprint for leveraging your talent pool through the use of data analytics. Written by the Global Vice President of Business Intelligence and Predictive Analytics at Monster Worldwide, this book is packed full of actionable insights to help you source, recruit, acquire, engage, retain, promote, and manage the exceptional talent your organization needs. With a unique approach that applies analytics to every stage of the hiring process and the entire workforce planning and management cycle, this informative guide provides the key perspective that brings analytics into HR in a truly useful way.
You're already inundated with disparate employee data, so why not mine that data for insights that add value to your organization and strengthen your workforce? This book presents a practical framework for real-world talent analytics, backed by groundbreaking examples of workforce analytics in action across the U.S., Canada, Europe, Asia, and Australia.
* Leverage predictive analytics throughout the hiring process
* Utilize analytics techniques for more effective workforce management
* Learn how people analytics benefits organizations of all sizes in various industries
* Integrate analytics into HR practices seamlessly and thoroughly
Corporate executives need fact-based insights into what will happen with their talent. Who should you hire? Who should you promote? Who are the top or bottom performers, and why? Who is at risk to quit, and why? Analytics can provide these answers, and give you insights based on quantifiable data instead of gut feeling and subjective assessment. People Analytics in the Era of Big Data is the essential guide to optimizing your workforce with the tools already at your disposal.
JEAN PAUL ISSON is global vice president of business intelligence and predictive analytics at Monster Worldwide Inc. He is a worldwide expert and evangelist in Big Data analytics and advanced business analytics with more than 22 years of experience and coauthor of Win with Advanced Business Analytics.
JESSE S. HARRIOTT, PHD, is chief analytics officer at Constant Contact and former chief knowledge officer of Monster Worldwide. For over 20 years, Jesse has led analytics professionals to drive business results. He is the coauthor of Finding Keepers and Win with Advanced Business Analytics.
Foreword xi
Preface xiii
Acknowledgments xvii
About the Authors xxiii
List of Case Studies and People Interviewed xxvii
Chapter 1 The People Analytics Age 1
The People Analytics Advantage 3
The World of Work Has Changed 10
Notes 31
Chapter 2 How to Migrate from Business Analytics to People Analytics 33
A Short History of Analytics Adoption 35
Marketing and Human Resources Similarities 39
Advanced Business Analytics and Advanced People Analytics 44
The Promise of Analytics and People Analytics Bridges 50
Building a People Analytics Center of Excellence 53
Notes 64
References 65
Chapter 3 The Seven Pillars of People Analytics Success 67
Data and Tools Challenge 71
The Seven Pillars of People Analytics Success 76
Leveraging the People Analytics Framework 77
Workforce Planning Analytics Pillar 79
Sourcing Analytics Pillar 80
Acquisition/Hiring Analytics Pillar 82
Onboarding, Culture Fit, and Engagement Pillar 84
Performance Assessment and Development and Employee Lifetime Value Pillar 86
Employee Churn and Retention Pillar 88
Employee Wellness, Health, and Safety Pillar 90
Notes 96
Chapter 4 Workforce Planning Analytics 99
What is Workforce Planning? 101
Workforce Planning Analytics 102
Why Should You Care About Workforce Planning Analytics? 104
Key Components of Workforce Planning Analytics 108
Making an IMPACT with Workforce Planning Analytics 112
Workforce Planning Analytics Best Practices: Dos and Don'ts 128
Notes 129
Chapter 5 Talent Sourcing Analytics 131
The Business Case for Talent Sourcing Today 132
Why You Need to Care about Your Talent Sourcing Today 135
Talent Sourcing in the Era of Big Data and Advanced Technology 138
The Mobile Impact on Talent Sourcing 167
Putting the IMPACT Cycle into Action 169
Notes 172
Chapter 6 Talent Acquisition Analytics 175
What is Talent Acquisition Analytics? 177
How Talent Acquisition Works 190
Application Phase 191
Preinterview Assessment Analytics 194
Interviews: Separating the Wheat from the Chaff 196
Putting It All Together: Predictive Analytics for Selection 198
Notes 203
Chapter 7 Onboarding and Culture Fit 205
Organizational Culture 206
Onboarding Process 207
Stages of Onboarding 209
Early Employee Needs 212
OPEN Analytical Framework for Effective Onboarding 213
Time to Productivity and Other Outcome Measures 216
Create an Onboarding Predictive Model 217
Tying it All Together 217
Notes 222
Chapter 8 Talent Engagement Analytics 223
Importance of Employee Engagement 225
Employee Engagement Surveys 227
Making Employee Engagement Surveys Predictive 229
Moving Beyond the Survey: Employee Engagement Measures 232
Notes 236
Chapter 9 Analytical Performance Management 237
Why You Should Care about Performance Management Analytics 238
Linking Individual Objectives to Company Objectives 239
Defining Performance Measures 243
Performance Incentives and Promotion 245
Provide Insight to Senior Management 247
Benefits of Analytical Performance Management 249
Best Practices 250
Predictive Analytics and Graph Theory to Optimize Career Pathways and Employee Promotion 251
Note 252
References 252
Chapter 10 Employee Lifetime Value and Cost Modeling 255
Understanding the Most Expensive Asset 256
Are Employees Costs or Assets? 256
The Basis for Advanced Analytics 257
Chapter 11 Using Retention Analytics to Protect Your Most Valuable Asset 283
Traditional Approaches are Failing 285
What is Retention, Anyway? 285
What You Need and How it Works 286
The Business Case 288
Deploying Retention Analytics . . . Piece of Cake? 294
How to Implement Proactive Talent Retention Models 295
Data for Talent Attrition Predictive Modeling 298
Putting Your Employee Attrition Findings to Work 302
The Segmentation Strategy of Talent Retention Model Insights 303
Notes 305
Chapter 12 Employee Wellness, Health, and Safety to Drive Business Performance and Loyalty 307
What is Employee Wellness? 310
Why Should You Care about Workplace Wellness? 311
Employee Wellness Program Best Practices 320
Optimizing Your Employee Wellness Health and Workplace Safety with Predictive Analytics 325
Notes 328
Chapter 13 Big Data and People Analytics 331
What is Big Data? 332
Big Data and People Analytics 336
Leveraging People Analytics 338
Workforce Planning Analytics Pillar 339
Sourcing Analytics Pillar 341
Acquisition/Hiring Analytics Pillar 343
Onboarding, Culture Fit, and Engagement Pillar 345
Performance Assessment and Development and Employee Lifetime Value Pillar 347
Employee Churn and Retention Pillar 349
Employee Wellness, Health, and Safety Pillar 351
Notes 355
Chapter 14 Future of People Analytics 357
Rise of Employee Behavioral Data 359
People Analytics Moves beyond the Averages 361
Predictive Becomes the New Standard 363
Automated Big Data Analytics 363
Big Data Empowers Employee Development 365
Models Become the New Gold of People Analytics 366
People Analytics Becomes More Accessible 366
People Analytics Becomes a Specialized Department 367
Employee Data Privacy Backlash 368
Quantification of HR 369
Notes 372
Index 373
| Erscheinungsjahr: | 2016 |
|---|---|
| Fachbereich: | Management |
| Genre: | Importe, Wirtschaft |
| Rubrik: | Recht & Wirtschaft |
| Medium: | Buch |
| Inhalt: | 416 S. |
| ISBN-13: | 9781119050780 |
| ISBN-10: | 1119050782 |
| Sprache: | Englisch |
| Einband: | Gebunden |
| Autor: |
Isson, Jean Paul
Harriott, Jesse S |
| Hersteller: |
Wiley
John Wiley & Sons |
| Verantwortliche Person für die EU: | Wiley-VCH GmbH, Boschstr. 12, D-69469 Weinheim, amartine@wiley-vch.de |
| Maße: | 235 x 157 x 27 mm |
| Von/Mit: | Jean Paul Isson (u. a.) |
| Erscheinungsdatum: | 25.04.2016 |
| Gewicht: | 0,755 kg |
JEAN PAUL ISSON is global vice president of business intelligence and predictive analytics at Monster Worldwide Inc. He is a worldwide expert and evangelist in Big Data analytics and advanced business analytics with more than 22 years of experience and coauthor of Win with Advanced Business Analytics.
JESSE S. HARRIOTT, PHD, is chief analytics officer at Constant Contact and former chief knowledge officer of Monster Worldwide. For over 20 years, Jesse has led analytics professionals to drive business results. He is the coauthor of Finding Keepers and Win with Advanced Business Analytics.
Foreword xi
Preface xiii
Acknowledgments xvii
About the Authors xxiii
List of Case Studies and People Interviewed xxvii
Chapter 1 The People Analytics Age 1
The People Analytics Advantage 3
The World of Work Has Changed 10
Notes 31
Chapter 2 How to Migrate from Business Analytics to People Analytics 33
A Short History of Analytics Adoption 35
Marketing and Human Resources Similarities 39
Advanced Business Analytics and Advanced People Analytics 44
The Promise of Analytics and People Analytics Bridges 50
Building a People Analytics Center of Excellence 53
Notes 64
References 65
Chapter 3 The Seven Pillars of People Analytics Success 67
Data and Tools Challenge 71
The Seven Pillars of People Analytics Success 76
Leveraging the People Analytics Framework 77
Workforce Planning Analytics Pillar 79
Sourcing Analytics Pillar 80
Acquisition/Hiring Analytics Pillar 82
Onboarding, Culture Fit, and Engagement Pillar 84
Performance Assessment and Development and Employee Lifetime Value Pillar 86
Employee Churn and Retention Pillar 88
Employee Wellness, Health, and Safety Pillar 90
Notes 96
Chapter 4 Workforce Planning Analytics 99
What is Workforce Planning? 101
Workforce Planning Analytics 102
Why Should You Care About Workforce Planning Analytics? 104
Key Components of Workforce Planning Analytics 108
Making an IMPACT with Workforce Planning Analytics 112
Workforce Planning Analytics Best Practices: Dos and Don'ts 128
Notes 129
Chapter 5 Talent Sourcing Analytics 131
The Business Case for Talent Sourcing Today 132
Why You Need to Care about Your Talent Sourcing Today 135
Talent Sourcing in the Era of Big Data and Advanced Technology 138
The Mobile Impact on Talent Sourcing 167
Putting the IMPACT Cycle into Action 169
Notes 172
Chapter 6 Talent Acquisition Analytics 175
What is Talent Acquisition Analytics? 177
How Talent Acquisition Works 190
Application Phase 191
Preinterview Assessment Analytics 194
Interviews: Separating the Wheat from the Chaff 196
Putting It All Together: Predictive Analytics for Selection 198
Notes 203
Chapter 7 Onboarding and Culture Fit 205
Organizational Culture 206
Onboarding Process 207
Stages of Onboarding 209
Early Employee Needs 212
OPEN Analytical Framework for Effective Onboarding 213
Time to Productivity and Other Outcome Measures 216
Create an Onboarding Predictive Model 217
Tying it All Together 217
Notes 222
Chapter 8 Talent Engagement Analytics 223
Importance of Employee Engagement 225
Employee Engagement Surveys 227
Making Employee Engagement Surveys Predictive 229
Moving Beyond the Survey: Employee Engagement Measures 232
Notes 236
Chapter 9 Analytical Performance Management 237
Why You Should Care about Performance Management Analytics 238
Linking Individual Objectives to Company Objectives 239
Defining Performance Measures 243
Performance Incentives and Promotion 245
Provide Insight to Senior Management 247
Benefits of Analytical Performance Management 249
Best Practices 250
Predictive Analytics and Graph Theory to Optimize Career Pathways and Employee Promotion 251
Note 252
References 252
Chapter 10 Employee Lifetime Value and Cost Modeling 255
Understanding the Most Expensive Asset 256
Are Employees Costs or Assets? 256
The Basis for Advanced Analytics 257
Chapter 11 Using Retention Analytics to Protect Your Most Valuable Asset 283
Traditional Approaches are Failing 285
What is Retention, Anyway? 285
What You Need and How it Works 286
The Business Case 288
Deploying Retention Analytics . . . Piece of Cake? 294
How to Implement Proactive Talent Retention Models 295
Data for Talent Attrition Predictive Modeling 298
Putting Your Employee Attrition Findings to Work 302
The Segmentation Strategy of Talent Retention Model Insights 303
Notes 305
Chapter 12 Employee Wellness, Health, and Safety to Drive Business Performance and Loyalty 307
What is Employee Wellness? 310
Why Should You Care about Workplace Wellness? 311
Employee Wellness Program Best Practices 320
Optimizing Your Employee Wellness Health and Workplace Safety with Predictive Analytics 325
Notes 328
Chapter 13 Big Data and People Analytics 331
What is Big Data? 332
Big Data and People Analytics 336
Leveraging People Analytics 338
Workforce Planning Analytics Pillar 339
Sourcing Analytics Pillar 341
Acquisition/Hiring Analytics Pillar 343
Onboarding, Culture Fit, and Engagement Pillar 345
Performance Assessment and Development and Employee Lifetime Value Pillar 347
Employee Churn and Retention Pillar 349
Employee Wellness, Health, and Safety Pillar 351
Notes 355
Chapter 14 Future of People Analytics 357
Rise of Employee Behavioral Data 359
People Analytics Moves beyond the Averages 361
Predictive Becomes the New Standard 363
Automated Big Data Analytics 363
Big Data Empowers Employee Development 365
Models Become the New Gold of People Analytics 366
People Analytics Becomes More Accessible 366
People Analytics Becomes a Specialized Department 367
Employee Data Privacy Backlash 368
Quantification of HR 369
Notes 372
Index 373
| Erscheinungsjahr: | 2016 |
|---|---|
| Fachbereich: | Management |
| Genre: | Importe, Wirtschaft |
| Rubrik: | Recht & Wirtschaft |
| Medium: | Buch |
| Inhalt: | 416 S. |
| ISBN-13: | 9781119050780 |
| ISBN-10: | 1119050782 |
| Sprache: | Englisch |
| Einband: | Gebunden |
| Autor: |
Isson, Jean Paul
Harriott, Jesse S |
| Hersteller: |
Wiley
John Wiley & Sons |
| Verantwortliche Person für die EU: | Wiley-VCH GmbH, Boschstr. 12, D-69469 Weinheim, amartine@wiley-vch.de |
| Maße: | 235 x 157 x 27 mm |
| Von/Mit: | Jean Paul Isson (u. a.) |
| Erscheinungsdatum: | 25.04.2016 |
| Gewicht: | 0,755 kg |
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