People Data : How to Use and Apply Human Capital Metrics in your Company
By: Huus, Tine.Material type: TextSeries: eBooks on Demand.Palgrave Pocket Consultants: Publisher: Basingstoke : Palgrave Macmillan, 2015Description: 1 online resource (195 p.).ISBN: 9781137466969.Subject(s): Human capital -- Management | Organizational effectiveness | Performance -- Measurement | Personnel management -- Statistical methodsGenre/Form: Electronic books.Additional physical formats: Print version:: People Data : How to Use and Apply Human Capital Metrics in your CompanyDDC classification: 658.3125 LOC classification: HF5549 .H887 2015Online resources: Click here to view this ebook.
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|Electronic Book||UT Tyler Online Online||HF5549 .H887 2015 (Browse shelf)||http://uttyler.eblib.com/patron/FullRecord.aspx?p=2057783||Available||EBL2057783|
Cover -- Contents -- Preface -- 1 Why Bother about Human Capital Metrics? -- Human capital and human capital metrics -- The value proposition -- Combining art and science -- Beyond data: training a probing mind -- The process from data to action -- It is a matter of urgency -- Analytical culture as differentiator -- It starts with you -- 2 Working Strategically with Human Capital -- How human capital metrics can support your business strategy -- People data considerations -- Usage and application depend on organization maturity -- Drawing on concepts from economics
Efficiency + effectiveness + impact -- Human capital measurement equals talent management -- Benefits of working strategically with human capital -- 3 The Machine Room -- Getting to grips with the principles behind human capital metrics -- Types of metrics -- Examples of rate metric types -- Examples of ratio metric types -- Examples of composition metric types -- Examples of index metric types -- Examples of qualitative input metric types -- Benchmarking and target setting -- Interpretation as foundation for driving change -- Interplay of quantitative and qualitative data
The organization's approach to sharing human capital metrics -- 4 Determining What Measures You Need -- Measuring the employee life cycle -- Strategic choice and people fit -- Applying supply-chain thinking -- Johari window -- Bottom-line impact of people processes -- Global drivers of employee engagement -- People analytics and big data -- 5 A Toolbox for Managers -- Investigating who is accountable for talent management -- Talent management questions to be answered -- Data sources -- Inside the toolbox -- What is in it for managers -- 6 Making It Happen -- How to apply people data
Measure to manage -- Post-data process -- Go or no go for employee engagement at your company -- Yes, we go for employee engagement -- The three steps in the survey follow-up process -- Taking right action by right stakeholder from right data -- Tracking progress -- Keeping it alive -- 7 Limitations and Obstacles -- Looking at availability and quality of data -- Eating the elephant one piece at a time -- Resistance to measurement -- Inability to work with the metrics -- Inability to take action from people data -- Lack of feedback facilitation skills -- The status quo trap
Missing accountability in the organization -- Being analytical and/or action-oriented as the situation requires -- 8 Metrics for Skeptics -- The kinds of skeptics you may encounter -- Context for scenarios -- The CEO who already knows it all -- The division or country leader who feels it does not apply here -- The busy manager -- The overwhelmed new manager -- The employee who provides feedback again and again and never sees any action or change happening -- The employee who is scared of numbers -- The process-driven HR professional -- The software-obsessed IT expert
The social-media mad communications expert chasing the magic metric
People are an organizations' biggest asset and easily amount to 30% of company costs so even small improvements can have a bottom-line impact. People Data demystifies and simplifies the process of understanding and working with human capital metrics, a vital and growing idea within HR. It is not about Big Data systems; it is about the capability of identifying your business-specific people challenges, starting to measure them, and moving on to making data-supported, informed, and future-proof people decisions. With an easy-to-apply set of key metrics that managers can use in their dai
Description based upon print version of record.