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People Analytics

Part of the Management for Professionals Book Series

DOI: 10.1007/978-981-19-3873-3

ISBN: 978-981-19-3872-6

Publisher: Springer Nature Singapore - Springer Journals

Sep 17, 2022

1 - 10 of 13 Chapters

LitStream

Chapter 1People Analytics—Making a Difference to Business

Ghatak, Rahul

Pages: 1 –12

[We have been witnessing a massive explosion of data and data sources across all domains and spaces: physical and cloud. However, beyond just this data, it is the dynamic interpretation, underlying meaning and insights derived from this data that will present the real opportunities for HR and the...
LitStream

Chapter 2Operational Analytics and Predictive Modelling

Ghatak, Rahul

Pages: 13 –36

[Predictive analytics deploys a varied set of statistical, data science and software tools including artificial intelligence, cognitive machine reading and text mining that analyse large and big data to make predictions about future events. These tools help establish linkages between different...
LitStream

Chapter 3All Things Talent and Organization Networks

Ghatak, Rahul

Pages: 37 –65

[The war for talent presents a fantastic opportunity for Human Resources to add tremendous value to business. Research goes to show that organizations that invest behind business and People Analytics can enhance their engagement manifold, drive up revenue and positively impact key business KPIs...
LitStream

Chapter 4Deploy and Embed Analytics—Employee Lifecycle

Ghatak, Rahul

Pages: 67 –80

[In most organizations, taking a rigorous, fact-based approach to decision-making about the people side of the business will represent a new way of doing things. Some managers and executives will understand quickly and embrace it. Others will come along more slowly. Therefore, a follow through...
LitStream

Chapter 5Data and Social, Mobile, Analytics, Cloud (SMAC)

Ghatak, Rahul

Pages: 81 –100

[A key question that large organizations globally are struggling with is the critical need for standardization and uniformity around data, formats, templates, business rules and reporting metrics; with a view towards arriving at a single version of the truth and in turn the ability to take timely...
LitStream

Chapter 6HR Risk Analytics—Identification, Management and Mitigation

Ghatak, Rahul

Pages: 101 –111

[It is clear that people pose both the greatest risks and the greatest rewards for organizations, especially during periods of change and transition, or in uncertain times. Risk management needs to be incorporated into all stages of the talent and performance management life cycle, particularly...
LitStream

Chapter 7Shape Culture and Drive Engagement—Real-time Actionable Insights

Ghatak, Rahul

Pages: 113 –133

[From Glassdoor reviews to the “Great Place to Work” awards, the corporate world has developed a keen interest in gauging, rewarding and publicizing the health of company cultures. However, beyond offering great opportunities for PR, fostering internal engagement and employee satisfaction is good...
LitStream

Chapter 8People Analytics in Mergers and Acquisitions

Ghatak, Rahul

Pages: 135 –141

[An absolutely critical prerequisite for any merger and acquisition is risk assessment and due diligence protocols to first identify and then mitigate the key risks both for today and for tomorrow. There is tremendous business value for deploying analytics towards ensuring a seamless culture and...
LitStream

Chapter 9People Analytics Enablement Through Systems Thinking

Ghatak, Rahul

Pages: 143 –149

[Organization strategy is almost always delivered through an operating plan that sets out what work needs to be done, by whom and at what cost. Analytics in the workplace is able to provide insights into how to resource it correctly; identifying the right types of people to do it; motivating them...
LitStream

Chapter 10Organization Design, Rewards and HR Value Chain

Ghatak, Rahul

Pages: 151 –174

[What are the key HR challenges that organizations typically face today and what are the various people and talent analytics responses that are recommended for organizations deploying and integrating into their HR delivery model? Organizational agility has become critical to enable organizations...

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