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People Analytics in the Era of Big Data

Book Description

Apply predictive analytics throughout all stages of workforce management

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.

Table of Contents

  1. Foreword
  2. Preface
  3. Acknowledgments
  4. About the Authors
  5. List of Case Studies and People Interviewed
  6. CHAPTER 1 The People Analytics Age
    1. THE PEOPLE ANALYTICS ADVANTAGE
    2. THE WORLD OF WORK HAS CHANGED
    3. NOTES
  7. CHAPTER 2 How to Migrate from Business Analytics to People Analytics
    1. A SHORT HISTORY OF ANALYTICS ADOPTION
    2. MARKETING AND HUMAN RESOURCES SIMILARITIES
    3. ADVANCED BUSINESS ANALYTICS AND ADVANCED PEOPLE ANALYTICS
    4. THE PROMISE OF ANALYTICS AND PEOPLE ANALYTICS BRIDGES
    5. BUILDING A PEOPLE ANALYTICS CENTER OF EXCELLENCE
    6. NOTES
    7. REFERENCES
  8. CHAPTER 3 The Seven Pillars of People Analytics Success
    1. DATA AND TOOLS CHALLENGE
    2. THE SEVEN PILLARS OF PEOPLE ANALYTICS SUCCESS
    3. LEVERAGING THE PEOPLE ANALYTICS FRAMEWORK
    4. WORKFORCE PLANNING ANALYTICS PILLAR
    5. SOURCING ANALYTICS PILLAR
    6. ACQUISITION/HIRING ANALYTICS PILLAR
    7. ONBOARDING, CULTURE FIT, AND ENGAGEMENT PILLAR
    8. PERFORMANCE ASSESSMENT AND DEVELOPMENT AND EMPLOYEE LIFETIME VALUE PILLAR
    9. EMPLOYEE CHURN AND RETENTION PILLAR
    10. EMPLOYEE WELLNESS, HEALTH, AND SAFETY PILLAR
    11. NOTES
  9. CHAPTER 4 Workforce Planning Analytics
    1. WHAT IS WORKFORCE PLANNING?
    2. WORKFORCE PLANNING ANALYTICS
    3. WHY SHOULD YOU CARE ABOUT WORKFORCE PLANNING ANALYTICS?
    4. KEY COMPONENTS OF WORKFORCE PLANNING ANALYTICS
    5. MAKING AN IMPACT WITH WORKFORCE PLANNING ANALYTICS
    6. WORKFORCE PLANNING ANALYTICS BEST PRACTICES: DOS AND DON’TS
    7. NOTES
  10. CHAPTER 5 Talent Sourcing Analytics
    1. THE BUSINESS CASE FOR TALENT SOURCING TODAY
    2. Defining Talent Sourcing Today
    3. WHY YOU NEED TO CARE ABOUT YOUR TALENT SOURCING TODAY
    4. TALENT SOURCING IN THE ERA OF BIG DATA AND ADVANCED TECHNOLOGY
    5. THE MOBILE IMPACT ON TALENT SOURCING
    6. PUTTING THE IMPACT CYCLE INTO ACTION
    7. NOTES
  11. CHAPTER 6 Talent Acquisition Analytics
    1. WHAT IS TALENT ACQUISITION ANALYTICS?
    2. WHY SHOULD YOU CARE ABOUT ACQUISITION ANALYTICS?
    3. HOW TALENT ACQUISITION WORKS
    4. APPLICATION PHASE
    5. PREINTERVIEW ASSESSMENT ANALYTICS
    6. INTERVIEWS: SEPARATING THE WHEAT FROM THE CHAFF
    7. PUTTING IT ALL TOGETHER: PREDICTIVE ANALYTICS FOR SELECTION
    8. NOTES
  12. CHAPTER 7 Onboarding and Culture Fit
    1. ORGANIZATIONAL CULTURE
    2. ONBOARDING PROCESS
    3. STAGES OF ONBOARDING
    4. EARLY EMPLOYEE NEEDS
    5. OPEN ANALYTICAL FRAMEWORK FOR EFFECTIVE ONBOARDING
    6. TIME TO PRODUCTIVITY AND OTHER OUTCOME MEASURES
    7. CREATE AN ONBOARDING PREDICTIVE MODEL
    8. TYING IT ALL TOGETHER
    9. NOTES
  13. CHAPTER 8 Talent Engagement Analytics
    1. IMPORTANCE OF EMPLOYEE ENGAGEMENT
    2. EMPLOYEE ENGAGEMENT SURVEYS
    3. MAKING EMPLOYEE ENGAGEMENT SURVEYS PREDICTIVE
    4. MOVING BEYOND THE SURVEY: EMPLOYEE ENGAGEMENT MEASURES
    5. NOTES
  14. CHAPTER 9 Analytical Performance Management
    1. WHY YOU SHOULD CARE ABOUT PERFORMANCE MANAGEMENT ANALYTICS
    2. LINKING INDIVIDUAL OBJECTIVES TO COMPANY OBJECTIVES
    3. DEFINING PERFORMANCE MEASURES
    4. PERFORMANCE INCENTIVES AND PROMOTION
    5. PROVIDE INSIGHT TO SENIOR MANAGEMENT
    6. BENEFITS OF ANALYTICAL PERFORMANCE MANAGEMENT
    7. BEST PRACTICES
    8. PREDICTIVE ANALYTICS AND GRAPH THEORY TO OPTIMIZE CAREER PATHWAYS AND EMPLOYEE PROMOTION
    9. NOTES
    10. REFERENCES
  15. CHAPTER 10 Employee Lifetime Value and Cost Modeling
    1. UNDERSTANDING THE MOST EXPENSIVE ASSET
    2. ARE EMPLOYEES COSTS OR ASSETS?
    3. THE BASIS FOR ADVANCED ANALYTICS
  16. CHAPTER 11 Using Retention Analytics to Protect Your Most Valuable Asset
    1. TRADITIONAL APPROACHES ARE FAILING
    2. WHAT IS RETENTION, ANYWAY?
    3. WHAT YOU NEED AND HOW IT WORKS
    4. THE BUSINESS CASE
    5. DEPLOYING RETENTION ANALYTICS . . . PIECE OF CAKE?
    6. HOW TO IMPLEMENT PROACTIVE TALENT RETENTION MODELS
    7. DATA FOR TALENT ATTRITION PREDICTIVE MODELING
    8. PUTTING YOUR EMPLOYEE ATTRITION FINDINGS TO WORK
    9. THE SEGMENTATION STRATEGY OF TALENT RETENTION MODEL INSIGHTS
    10. NOTES
  17. CHAPTER 12 Employee Wellness, Health, and Safety to Drive Business Performance and Loyalty
    1. WHAT IS EMPLOYEE WELLNESS?
    2. WHY SHOULD YOU CARE ABOUT WORKPLACE WELLNESS?
    3. EMPLOYEE WELLNESS PROGRAM BEST PRACTICES
    4. OPTIMIZING YOUR EMPLOYEE WELLNESS HEALTH AND WORKPLACE SAFETY WITH PREDICTIVE ANALYTICS
    5. NOTES
  18. CHAPTER 13 Big Data and People Analytics
    1. WHAT IS BIG DATA?
    2. BIG DATA AND PEOPLE ANALYTICS
    3. LEVERAGING PEOPLE ANALYTICS
    4. WORKFORCE PLANNING ANALYTICS PILLAR
    5. SOURCING ANALYTICS PILLAR
    6. ACQUISITION/HIRING ANALYTICS PILLAR
    7. ONBOARDING, CULTURE FIT, AND ENGAGEMENT PILLAR
    8. PERFORMANCE ASSESSMENT AND DEVELOPMENT AND EMPLOYEE LIFETIME VALUE PILLAR
    9. EMPLOYEE CHURN AND RETENTION PILLAR
    10. EMPLOYEE WELLNESS, HEALTH, AND SAFETY PILLAR
    11. NOTES
  19. CHAPTER 14 Future of People Analytics
    1. RISE OF EMPLOYEE BEHAVIORAL DATA
    2. PEOPLE ANALYTICS MOVES BEYOND THE AVERAGES
    3. PREDICTIVE BECOMES THE NEW STANDARD
    4. AUTOMATED BIG DATA ANALYTICS
    5. BIG DATA EMPOWERS EMPLOYEE DEVELOPMENT
    6. MODELS BECOME THE NEW GOLD OF PEOPLE ANALYTICS
    7. PEOPLE ANALYTICS BECOMES MORE ACCESSIBLE
    8. PEOPLE ANALYTICS BECOMES A SPECIALIZED DEPARTMENT
    9. EMPLOYEE DATA PRIVACY BACKLASH
    10. QUANTIFICATION OF HR
    11. NOTES
  20. Index
  21. EULA