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Books on the topic 'HR Analytic'

Author: Grafiati

Published: 21 February 2023

Last updated: 12 June 2025

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1

Wirges, Felix, Marlene Ahlbrecht, and Anne-Katrin Neyer. HR-Analytics. Springer Fachmedien Wiesbaden, 2020. http://dx.doi.org/10.1007/978-3-658-27793-2.

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2

Mondal, Subhra R., Francesca Di Virgilio, and Subhankar Das, eds. HR Analytics and Digital HR Practices. Springer Singapore, 2022. http://dx.doi.org/10.1007/978-981-16-7099-2.

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3

Rosett, Christopher M., and Austin Hagerty. Introducing HR Analytics with Machine Learning. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67626-1.

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4

Fitz-enz, Jac. The new HR analytics: Predicting the economic value of your company's human capital investments. AMACOM, 2010.

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5

The new HR analytics: Predicting the economic value of your company's human capital investments. AMACOM, 2010.

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6

Virginia, Vengelen-Tyler, Judd W. John, American Association of Blood Banks., and Recent Advances in Blood Group Biochemistry Technical Workshop (1986 : San Franscisco, Calif.), eds. Recent advances in blood group biochemistry. American Association of Blood Banks, 1986.

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7

Cascio, Wayne F., and John W. Boudreau. Evidence-Based Management at the Bottom of the Pyramid. Edited by Michael A. Hitt, Susan E. Jackson, Salvador Carmona, Leonard Bierman, Christina E. Shalley, and Douglas Michael Wright. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780190650230.013.12.

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In recent years there have been growing efforts, domestically as well as internationally, to develop human resources (HR) standards that might provide useful guidance for organizations. We identify four broad types of standards: practice standards, measurement standards, feasibility standards, and predictive standards. After reviewing the history, current status, and potential consequences and uses of HR standards, we consider how scholars and researchers might become more involved in the standards-development process. A third section considers whether linkage research and meta-analytic frameworks might inform predictive standards and their relationship to HR standards. We then offer a simple framework and some examples that show where HR evidence and standards do and do not intersect. The final section suggests how researchers could define research questions and describe the implications of their findings in ways that might make research evidence more “feasible at scale” and thus forge a stronger link between research and standard-setting.

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8

Bussin, Mark, Fermin Diez, and Venessa Lee. Fundamentals of HR Analytics: A Manual on Becoming HR Analytical. Emerald Publishing Limited, 2019.

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9

Bussin, Mark, Fermin Diez, and Venessa Lee. Fundamentals of HR Analytics: A Manual on Becoming HR Analytical. Emerald Publishing Limited, 2019.

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10

HR Analytics Handbook. McBassi & Company, 2012.

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11

Predictive HR Analytics. Independently Published, 2018.

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12

Edwards, Kirsten, and Dr Martin R. Edwards. Predictive HR Analytics: Mastering the HR Metric. Kogan Page, 2016.

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13

Predictive HR Analytics: Mastering the HR Metric. Kogan Page, 2019.

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14

Edwards, Martin, and Kirsten Edwards. Predictive HR Analytics: Mastering the HR Metric. Kogan Page, Limited, 2019.

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15

Edwards, Dr Martin, and Kirsten Edwards. Predictive HR Analytics: Mastering the HR Metric. Kogan Page, 2019.

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16

Predictive HR Analytics: Mastering the HR Metric. Kogan Page, Limited, 2016.

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17

Fink, Alexis A., and Michael C. Sturman. HR Metrics and Talent Analytics. Edited by David G. Collings, Kamel Mellahi, and Wayne F. Cascio. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780198758273.013.25.

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Taking advantage of the history of research quantifying the effects of human resource (HR) practices, leveraging current advances in information systems and opportunities presented by big data, HR metrics and talent analytics present a renewed opportunity to help drive effective HR practices. HR metrics are operational measures, addressing how efficient, effective, and impactful an organization’s HR practices are. In contrast, talent analytics focus on decision points, guiding investment decisions. The chapter provides an overview of the historic roots and current practices around HR metrics and talent analytics. Through this, we explore the role, benefits, and risks of benchmarking and utility analyses as two common approaches to setting HR metrics. We discuss how current advances in research and practice make the use of HR metrics and talent analytics a greater business necessity. We conclude the chapter with a discussion on fostering talent analytics within organizations.

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18

Diez, Fermin, Mark Bussin, and Venessa Lee. Fundamentals of HR Analytics. Emerald Publishing Limited, 2019. http://dx.doi.org/10.1108/9781789739619.

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19

1st, Kumar C. Praveen, Rao, Ms. Sreeranjini K., 2nd, and Rao, Ms. Sreeranjini K., 3rd. Fundamentals of HR Analytics. Selfypage Developers Pvt Ltd, 2021.

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20

PhD, Shonna D. Waters. Practical Guide to HR Analytics. Society For Human Resource Management, 2018.

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21

HR Analytics and Digital HR Practices: Digitalization Post COVID-19. Springer Singapore Pte. Limited, 2022.

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22

Wirges, Felix, Marlene Ahlbrecht, and Anne-Katrin Neyer. HR-Analytics: Was HR-Verantwortliche und Führungskräfte wissen und können müssen. Springer Gabler, 2019.

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23

Predictive HR Analytics, Text Mining and Organizational Network Analysis with Excel. Independently Published, 2019.

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24

HR analytics: Understanding theories and applications. 2017.

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25

Miller, Tony. HR Analytics and Innovations in Workforce Planning. Business Expert Press, 2016.

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26

Miller, Tony. HR Analytics and Innovations in Workforce Planning. Business Expert Press, 2016.

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27

Financial Analysis for HR Managers: Tools for Linking HR Strategy to Business Strategy. Pearson Higher Education & Professional Group, 2012.

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28

Financial Analysis for HR Managers: Tools for Linking HR Strategy to Business Strategy. Pearson Education, Limited, 2012.

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29

Kochan, Thomas A. Social Legitimacy of the HRM Profession: A US Perspective. Edited by Peter Boxall, John Purcell, and Patrick M. Wright. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199547029.003.0029.

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This article argues that HR professionals need to treat business strategy as an endogenous variable, be more externally focused and skilled at building networks and productive alliances with other groups and institutions, become more analytical and able to document the benefits associated with effective HR policies and practices to firms and employees, and be skilled at managing in an increasingly transparent society and information savvy workforce. The changing gender composition of the HR profession may affect its success in making these changes and meeting these challenges. Ironically, however, significant change in the status and legitimacy of the HR profession may require a rebalancing of power in employment relations.

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30

Singh, Kuldeep, and Ramesh Soundararajan. Winning on HR Analytics: Leveraging Data for Competitive Advantage. SAGE Publications, Incorporated, 2016.

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31

Doing HR Analytics - A Practitioner's Handbook With R Examples. Createspace Independent Publishing Platform, 2017.

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32

Singh, Kuldeep, and Ramesh Soundararajan. Winning on HR Analytics: Leveraging Data for Competitive Advantage. SAGE Publications India Pvt, Ltd., 2016.

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33

Sesil, James. Applying Advanced Analytics to HR Management Decisions (DDA-All Inclusive). Pearson Education, Limited, 2019.

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34

Gupta, Manish, Pratyush Banerjee, and Jatin Pandey. Practical Applications of HR Analytics: A Step-by-Step Guide. SAGE Publications, Incorporated, 2019.

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35

Khan, Nadeem, and Dave Millner. Introduction to People Analytics: A Practical Guide to Data-Driven HR. Kogan Page, Limited, 2023.

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36

Marr, Bernard, Nadeem Khan, and Dave Millner. Introduction to People Analytics: A Practical Guide to Data-Driven HR. Kogan Page, Limited, 2020.

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37

Rosett, Christopher M., and Austin Hagerty. Introducing HR Analytics with Machine Learning: Empowering Practitioners, Psychologists, and Organizations. Springer International Publishing AG, 2022.

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38

Khan, Nadeem, and Dave Millner. Introduction to People Analytics: A Practical Guide to Data-Driven HR. Kogan Page, Limited, 2020.

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39

Rosett, Christopher M., and Austin Hagerty. Introducing HR Analytics with Machine Learning: Empowering Practitioners, Psychologists and Organizations. Springer International Publishing AG, 2021.

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40

Introduction to People Analytics: A Practical Guide to Data-Driven HR. Kogan Page, Limited, 2020.

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41

Khan, Nadeem, and Dave Millner. Introduction to People Analytics: A Practical Guide to Data-Driven HR. Kogan Page, Limited, 2023.

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42

Fitz-Enz, Jac. New HR Analytics: Predicting the EconomicValue of Your Company's Human Capital Investments. AMACOM, 2010.

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43

Shastri, Dheeraj. Strategic Workforce Planning and Analytics: How to Connect HR to Business Strategy. Business Expert Press, 2018.

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44

Data-driven HR: How to use analytics and metrics to drive performance. 2018.

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45

Marr, Bernard. Data-Driven HR: How to Use Analytics and Metrics to Drive Performance. Kogan Page, 2021.

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46

Shastri, Dheeraj. Strategic Workforce Planning and Analytics: How to Connect HR to Business Strategy. Business Expert Press, 2019.

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47

Ippolito, Francesca. Mainstreaming Human Rights in EuroMed Bilateral Relations. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190848194.003.0004.

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This article, focusing on the bilateral dimension of the EuroMed relations related to migration conceptualises the existence of a human rights (HR) mainstreaming duty in EU external policies and attempts to examine the related problems of the application and performance of such a duty based on the analysis of the human rights clauses included in the Association Agreements (AAs) within the European Neighbourhood Policy (ENP) framework, in combination with the mechanism of the “non-affection clause” for formal and informal Readmission Agreements concluded at both the EU (EURAs) and national levels. Just as Pot Luck, Emile Zola’s most acerbic satire, examines the contradictions that pervade bourgeois life to reveal a multitude of betrayals and depict a veritable ‘melting pot’ of moral and sexual degeneracy, so this article will pinpoint a similar ‘Victorian’ hypocrisy underlying the HR mainstreaming conception in EuroMed relations and its implementation through the tool of conditionality. Finally, the work will explore the positive goals of exporting the new conception of an HR mainstreaming duty elaborated for trade agreements into the new generation of AAs and EURAs.

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48

Fitz-enz, Jac. New HR Analytics: Predicting the Economic Value of Your Company's Human Capital Investments. AMACOM, 2019.

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49

FITZ-ENZ, Jac. The New HR Analytics: Predicting the Economic Value of Your Company's Human Capital Investments. AMACOM, 2010.

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50

A, Bartolotta Paul, and NASA Glenn Research Center, eds. Long-term durability analysis of a 100,000+Hr stirling power convertor heater head. National Aeronautics and Space Administration, Glenn Research Center, 2000.

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