Suchergebnisse

Human resources (HR) analytics enables managers to replace decision-making based on anecdotal experience, hierarchy, and risk avoidance with higher-quality data-driven decisions based on data analysis, prediction, and experimental research. Human Resources analytics underscores the value of HR data by emphasizing how people create value for the organization, so that value can be captured and leveraged. The research discusses transition of HR analytics with a linear three-stage maturity model and explains progression from traditional HR analytics to new age HR analytics. Research provides various key requirements for successful deployment of HR analytics in the organizations. Human Resources analytics focus on various HRM activities including selection, appraisal, compensation, rewards, and development to maximize their impact on organizational performance. Research also provides various illustrations of HR analytics deployment across various industries.

Human resource (HR) is the backbone of an organization and hence, there is need to build its underlying capabilities for effective service delivery. Six Sigma aims at improving the effectiveness of processes by collecting data and then using advanced statistical analysis tools to solve the problems. Six Sigma deployment in HR provides consistency in operations and leads to quality excellence by providing better services at lower costs. Six Sigma approach adds more science to the art of HR, which is used to measuring outcomes it can control, rather than those it can influence. Six Sigma deployment in HR transforms typical HR practices with a proactive approach and leads to better, faster and more cost-effective services; improve internal customer satisfaction and greater motivation and job satisfaction of employees. The research develops various framework for Six Sigma deployment in HR and provides case studies of successful Six Sigma deployment in various areas of HR.