Applying advanced analytics to HR management decisions: methods for selection, developing incentives, and improving collaboration
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Upper Saddle River, N.J.
Pearson
[2014]
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| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XX, 156 Seiten Diagramme 23 cm |
| ISBN: | 9780133064605 9780134770949 |
Internformat
MARC
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| 245 | 1 | 0 | |a Applying advanced analytics to HR management decisions |b methods for selection, developing incentives, and improving collaboration |c James C. Sesil |
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Datensatz im Suchindex
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|---|---|
| adam_text | Contents
Preface.............................................. xiv
Introduction...........................................xvi
Chapter 1 Challenges and Opportunities with Optimal Decision
Making and How Advanced Analytics Can Help...............1
1.1 How We Make Decisions and What Gets
in the Way............................................1
1.1.1 Intuition Versus Analytical Thinking.......4
1.1.2 Poor Intuitive Statisticians...............5
1.1.3 Understanding Human Nature.................6
1.1.4 Biases and Decisions.......................7
1.1.5 Big Data and information Overload..........9
1.1.6 The Problem with Certitude................10
1.1.7 Advanced Analytics Does Not Care
Who It Annoys...................................11
1.1.8 Types of Decision Making..................12
1.2 Rise of the Machines: Advanced Analytics
and Decision Making.................................13
1.2.1 Advanced Analytics........................14
1.2.2 Predicting Outcomes.......................17
1.2.3 Improper Linear Models: Combining
Expert Intuition with Analytics.................20
1.2.4 Artificial Intelligence and Machine
Learning........................................22
1.3 Human and Machine: The Ideal
Decision-Making Team................................24
1.3.1 A Word About AI Tools.....................25
Chapter 2 Collaboration, Cooperation, and Reciprocity.................27
2.1 Human Nature and Human Science...................27
2.1.1 Reciprocity and Fairness..................29
2.1.2 Selfish, Greedy, Lazy, and Dishonest......30
2.1.3 Human Nature 2.0..........................31
2.1.4 Fierce Cooperation........................32
Contents
• «
VII
2.1.5 Collaboration..............................34
2.1.6 Hard Wired to Share What We Know...........35
2.1.7 Collective Intelligence....................36
2.1.8 Asymmetric or Private Information..........37
2.1.9 Game Theory 101.......................... 38
2.2 The Power of Collaboration: The Scandinavian
Model...................................................39
2.2.1 What Kinds of Organizations Could
Benefit from a High Degree of Collaboration?. ... 41
2.2.2 The Benefits of Collaboration..............41
2.2.3 The Bottom-Line Impact of Participative
Decision Making...................................42
2.2.4 Organizational Culture.....................43
2.2.5 Optimal Incentive Contract for Collaboration:
Sharing Control and Return Rights.................44
2.2.6 Models of Collaboration....................45
2.2.7 The SAS Institute..........................46
2.2.8 EMC|One....................................47
2.2.9 Boston Scientific........................ 48
2.3 Advanced Analytics and Collaborative
Decision Making.........................................48
2.3.1 Challenges and Opportunities with
Participative Decision Making.....................49
2.3.2 Software, Advanced Analytics, and
Cooperation and Collaboration.....................50
2.3.3 Deep Q A Expert Systems....................51
Chapter 3 Value Creation and Advanced Analytics..........................55
3.1 The Wealth of Organizations and What
Advanced Analytics Can Do...............................55
3.1.1 Information Capital.........................57
3.1.2 Constant and Unrelenting
Experimentation...................................58
3.1.3 Gold in Them There Databases:
Human Capital Data................................59
3.1.4 Not Only Human Experts Are
Prone to Biases
61
vïii
Applying Advanced Analytics to HR Management Decisions
3.2 Value and How to Create It: Intangible Capital...62
3.2.1 Who Really Holds the Keys to the
Kingdom........................................ 62
3.2.2 The Nature of the Organization............64
3.2.3 The Cost of Employee Turnover.............64
3.3 Strategic Choice and Advanced Analytics..........65
3.3.1 HCM Practice Choice and Advanced
Analytics.......................................67
3.3.2 Business Intelligence Alignment of HCM
Practices and Policies with Business Strategy...69
3.3.3 Decision Science, Business Intelligence,
and Implications for HCM Decisions..............70
3.3.4 Machine Learning and HR Practice
Choice..........................................72
3.4 Software Applications, Analytics, and
HR Decisions..........................................73
3.4.1 Software Options and Optimal HCM
Practice........................................74
3.4.2 Enterprise Resource Planning Software .... 75
3.4.3 Talent Analytics..........................76
3.4.4 SAS Business Intelligence.................77
3.4.5 Talent Scorecard..........................77
3.4.6 Talent Management Suites and Advanced
Analytics.......................................79
Chapter 4 Human Science and Selection Decisions.......................81
4.1 Optimizing Selection and Promotion Decisions......81
4.1.1 Performance and Selection.................82
4.1.2 Making the Unobservable Observable........S3
4.1.3 Eliminating Biases from Selection
Decisions.......................................84
4.1.4 Human Science and Employee Selection ... 85
4.1.5 Skills Shortages..........................86
4.2 Workforce Planning, Talent Acquisition,
and Decision Analytics.................................87
4.2.1 Workforce Planning and Predictive
Analytics........................................88
4.2.2 When Is Workforce Planning Necessary? ... 89
Contents ix
4.2.3 Challenges with Forecasting.............90
4.2.4 External Big Data and Employee
Recruitment and Selection.....................92
4.3 Human Science and Selection and Promotions
Decisions.......................................... 93
4.3.1 What We Have to Learn from the Use of
Advanced Analytics for Player Selection in
Professional Sports............................94
4.3.2 Biases and the Selection Decision........95
4.3.3 Selection Tools: Augmented Biographical
Survey.........................................96
4.3.4 Challenges with the Use of Bio Data......97
4.4 Applications of Human Science to Selection
Decisions............................................98
4.4.1 The Application of Expert Intuition to
Selection and Promotion Decisions..............98
4.4.2 Applied Game Theory and Selection
Decisions.................................... 99
4.4.3 Deep QàcA Expert Systems and
Selection Decisions............................99
4.4.4 Predictive Modeling and Selections
Decisions......................................99
4.4.5 Applied Econometric and Machine
Learning Techniques............................99
Chapter 5 Human Science and Incentives...............................101
5.1 Human Science and Incentives....................101
5.1.1 Incentives, Motivation, and Human
Science.......................................104
5.1.2 Incentive Contracts.....................105
5.1.3 Collaboration and Tournament
Compensation Do Not Go Together...............107
5.1.4 We Get What We Pay For..................107
5.2 Human Science and Motivation.................. 109
5.3 Performance Management..........................Ill
5.3.1 Biases Impacting Performance
Management and Compensation Decisions.........112
5.3.2 Strategy Maps and Performance
Management....................................113
X
Applying Advanced Analytics to HR Management Decisions
5.4 Applying Human Science to Incentive
Contracts...........................................114
5.4.1 Irrational, Cooperative, and Looking
for Meaning...................................114
5.4.2 Complexity Theory and Incentive
Contracts.....................................115
5.4.3 The Application of Expert Intuition to
Incentive and Motivation Issues...............115
5.4.4 Applied Game Theoiy and Incentive
Contracts ....................................116
5.4.5 Deep Q 6c A Expert Systems and Incentive
Contract Decisions............................116
5.4.6 Predictive Modeling and Incentive
Contracts.....................................117
5.4.7 Applied Econometric and Machine
Learning Techniques ..........................117
5.5 Application of Human Science to Specific
Incentive Issues.....................................118
5.5.1 Executive Compensation...................118
5.5.2 Other Possible Human Science Incentive
Applications..................................120
Conclusion.............................................123
Garbage In.........................................123
Our Argumentative Natures..........................124
Advanced Analytics and Diagnosis
of HCM Issues......................................124
The Science (and Art) of Prediction................125
The Challenges with Being Empirically Declarative . . . 125
Decision-Making Authority and Cooperation..........126
Sharing Control and Return Rights..................126
Individualization..................................126
Definitions (Appendix).................................129
Endnotes ..............................................133
Index..................................................149
|
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| spelling | Sesil, James C. Verfasser aut Applying advanced analytics to HR management decisions methods for selection, developing incentives, and improving collaboration James C. Sesil Upper Saddle River, N.J. Pearson [2014] © 2014 XX, 156 Seiten Diagramme 23 cm txt rdacontent n rdamedia nc rdacarrier Datenverarbeitung Personalentwicklung (DE-588)4121465-1 gnd rswk-swf Quantitative Methode (DE-588)4232139-6 gnd rswk-swf Personalbeschaffung (DE-588)4121462-6 gnd rswk-swf Personnel management / Data processing Personnel management / Decision making Personalbeschaffung (DE-588)4121462-6 s Personalentwicklung (DE-588)4121465-1 s Quantitative Methode (DE-588)4232139-6 s DE-604 Digitalisierung UB Bamberg - ADAM Catalogue Enrichment application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=029074002&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Sesil, James C. Applying advanced analytics to HR management decisions methods for selection, developing incentives, and improving collaboration Datenverarbeitung Personalentwicklung (DE-588)4121465-1 gnd Quantitative Methode (DE-588)4232139-6 gnd Personalbeschaffung (DE-588)4121462-6 gnd |
| subject_GND | (DE-588)4121465-1 (DE-588)4232139-6 (DE-588)4121462-6 |
| title | Applying advanced analytics to HR management decisions methods for selection, developing incentives, and improving collaboration |
| title_auth | Applying advanced analytics to HR management decisions methods for selection, developing incentives, and improving collaboration |
| title_exact_search | Applying advanced analytics to HR management decisions methods for selection, developing incentives, and improving collaboration |
| title_full | Applying advanced analytics to HR management decisions methods for selection, developing incentives, and improving collaboration James C. Sesil |
| title_fullStr | Applying advanced analytics to HR management decisions methods for selection, developing incentives, and improving collaboration James C. Sesil |
| title_full_unstemmed | Applying advanced analytics to HR management decisions methods for selection, developing incentives, and improving collaboration James C. Sesil |
| title_short | Applying advanced analytics to HR management decisions |
| title_sort | applying advanced analytics to hr management decisions methods for selection developing incentives and improving collaboration |
| title_sub | methods for selection, developing incentives, and improving collaboration |
| topic | Datenverarbeitung Personalentwicklung (DE-588)4121465-1 gnd Quantitative Methode (DE-588)4232139-6 gnd Personalbeschaffung (DE-588)4121462-6 gnd |
| topic_facet | Datenverarbeitung Personalentwicklung Quantitative Methode Personalbeschaffung |
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