Predicting Business Success : Using Smarter Analytics to Drive Results.

Front Cover -- Advance Praise for Predicting Business Success -- Title Page -- Half Title -- Copyright -- Contents -- Foreword -- Preface -- Acknowledgments -- Introduction -- Section 1 -- Introduction -- Chapter 1: HR Analytics 101 -- Making It Simple: Big Data and Predictive Analytics in HR -- Artificial Intelligence and Machine Learning -- Chapter 2: Align HR Strategy with Business Outcomes and Goals -- Stakeholder Interviews -- The Business Partner Roadmap -- Case Study -- What HR Analytics Should Be -- Conclusion -- Section 2 -- Building Predictive Talent Profiles -- Chapter 3: Key Data Elements for Predicting Business Success -- Data, Data, Data: Sources and Integration -- Bringing Together Key Data sets to Understand Business Impact: A Case Study -- Chapter 4: Making Data Predictive -- Obstacles to Smarter Analytics -- Smarter Analytics: Getting Started -- Section 3 -- Data and Analytics Across the Employment Lifecycle -- Chapter 5: Selection and Recruitment -- Realistic Expectations and Assessing Fit -- Advances in Personality Assessments -- Chapter 6: Onboarding -- Onboarding -- Using Smarter Analytics with Onboarding Survey Data -- Onboarding Analysis with Smarter Analytics: Phase II -- Chapter 7: Employee Surveys -- Applying Smarter Analytics to Employee Surveys -- The Mechanics of the Strategic Survey HeatMap -- Be Careful: Benchmark Myopia -- HR as a Business Partner -- Be Careful: The Dangers of Engagement -- What Drives Business Outcomes? -- Proper Analytics Lead to ROI -- Measuring and Diagnosing Turnover with Analytics -- The Connection between Turnover Risk and Voluntary Turnover -- Be Careful: Pulse Surveys and Continuous Listening -- More Is Not Always the Answer -- Survey Action Planning -- Chapter 8: 360° Development and Training Needs -- How Are Organizations Changing or Evolving the Way They Utilize 360° Feedback Surveys?.

Using a Competency Model to Develop a 360° Tool -- Smarter Analytics in Action: Which Competencies Drive Results? -- Identifying Critical Competencies and Behaviors by Differentiators -- Development vs. Performance Evaluation -- Training-Needs Assessment -- ROI of Training Interventions: Behavior Change and Business Impact -- Chapter 9: Data Integration -- Some Data Dashboards Are Effective -- An Integrated Lifecycle Story -- Telling Compelling Stories with the Employee Lifecycle: The Millennial Myth -- Succession Planning: A Unique Data-Integration Opportunity -- Section 4 -- Case Studies -- Chapter 10: Case Study One -- Four-Step Process -- Summary -- Chapter 11: Case Study Two -- Phase One -- Phase Two -- Appendices -- Appendix A: The Concept of Causality -- Theory -- Correlation -- Including All Relevant Causal Variables -- Accounting for Measurement Error -- Appendix B: The Mechanics of Employee Hiring -- What the Research Tells Us: Effective Execution of Structured Selection System -- Step One: Conduct a Job Analysis or Build a Competency Model -- Step Two: Choose the Appropriate Selection Tools -- Step Three: Establish the Structure of the Selection Process -- Step Four: Establish a Strategy for Making the Final Selection Decision -- Building a Business-Focused Selection Process -- Appendix C: The Basics of 360° Assessments -- Multi-Rater Assessment Approach Advantages -- Frequently Asked Questions -- Appendix D: Succession-Planning Basics -- What the Research Tells Us -- Effective Design and Execution -- Common Obstacles to Successful Succession Planning -- Building a Business-Focused Succession Plan -- Succession-Planning Metrics -- Endnotes -- About the Authors -- Index -- Other SHRM Titles -- Books Approved for SHRM Recertification Credits.

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Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2024. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries.