{"product_id":"people-analytics-in-the-era-of-big-data-isbn-9781119050780","title":"People Analytics in the Era of Big Data","description":"\u003cb\u003eApply predictive analytics throughout \u003ci\u003eall\u003c\/i\u003e stages of workforce management\u003c\/b\u003e \u003cp\u003e\u003ci\u003ePeople Analytics in the Era of Big Data\u003c\/i\u003e 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 \u003ci\u003eevery\u003c\/i\u003e stage of the hiring process and the \u003ci\u003eentire\u003c\/i\u003e workforce planning and management cycle, this informative guide provides the key perspective that brings analytics into HR in a truly useful way. \u003c\/p\u003e\u003cp\u003eYou'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. \u003c\/p\u003e\u003cul\u003e \u003cli\u003eLeverage predictive analytics throughout the hiring process\u003c\/li\u003e \u003cli\u003eUtilize analytics techniques for more effective workforce management\u003c\/li\u003e \u003cli\u003eLearn how people analytics benefits organizations of all sizes in various industries\u003c\/li\u003e \u003cli\u003eIntegrate analytics into HR practices seamlessly and thoroughly\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eCorporate 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. \u003ci\u003ePeople Analytics in the Era of Big Data\u003c\/i\u003e is the essential guide to optimizing your workforce with the tools already at your disposal. \u003c\/p\u003e\u003cp\u003eForeword xi\u003c\/p\u003e \u003cp\u003ePreface xiii\u003c\/p\u003e \u003cp\u003eAcknowledgments xvii\u003c\/p\u003e \u003cp\u003eAbout the Authors xxiii\u003c\/p\u003e \u003cp\u003eList of Case Studies and People Interviewed xxvii\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1 The People Analytics Age 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe People Analytics Advantage 3\u003c\/p\u003e \u003cp\u003eThe World of Work Has Changed 10\u003c\/p\u003e \u003cp\u003eNotes 31\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2 How to Migrate from Business Analytics to People Analytics 33\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Short History of Analytics Adoption 35\u003c\/p\u003e \u003cp\u003eMarketing and Human Resources Similarities 39\u003c\/p\u003e \u003cp\u003eAdvanced Business Analytics and Advanced People Analytics 44\u003c\/p\u003e \u003cp\u003eThe Promise of Analytics and People Analytics Bridges 50\u003c\/p\u003e \u003cp\u003eBuilding a People Analytics Center of Excellence 53\u003c\/p\u003e \u003cp\u003eNotes 64\u003c\/p\u003e \u003cp\u003eReferences 65\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3 The Seven Pillars of People Analytics Success 67\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eData and Tools Challenge 71\u003c\/p\u003e \u003cp\u003eThe Seven Pillars of People Analytics Success 76\u003c\/p\u003e \u003cp\u003eLeveraging the People Analytics Framework 77\u003c\/p\u003e \u003cp\u003eWorkforce Planning Analytics Pillar 79\u003c\/p\u003e \u003cp\u003eSourcing Analytics Pillar 80\u003c\/p\u003e \u003cp\u003eAcquisition\/Hiring Analytics Pillar 82\u003c\/p\u003e \u003cp\u003eOnboarding, Culture Fit, and Engagement Pillar 84\u003c\/p\u003e \u003cp\u003ePerformance Assessment and Development and Employee Lifetime Value Pillar 86\u003c\/p\u003e \u003cp\u003eEmployee Churn and Retention Pillar 88\u003c\/p\u003e \u003cp\u003eEmployee Wellness, Health, and Safety Pillar 90\u003c\/p\u003e \u003cp\u003eNotes 96\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4 Workforce Planning Analytics 99\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat is Workforce Planning? 101\u003c\/p\u003e \u003cp\u003eWorkforce Planning Analytics 102\u003c\/p\u003e \u003cp\u003eWhy Should You Care About Workforce Planning Analytics? 104\u003c\/p\u003e \u003cp\u003eKey Components of Workforce Planning Analytics 108\u003c\/p\u003e \u003cp\u003eMaking an IMPACT with Workforce Planning Analytics 112\u003c\/p\u003e \u003cp\u003eWorkforce Planning Analytics Best Practices: Dos and Don’ts 128\u003c\/p\u003e \u003cp\u003eNotes 129\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5 Talent Sourcing Analytics 131\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Business Case for Talent Sourcing Today 132\u003c\/p\u003e \u003cp\u003eWhy You Need to Care about Your Talent Sourcing Today 135\u003c\/p\u003e \u003cp\u003eTalent Sourcing in the Era of Big Data and Advanced Technology 138\u003c\/p\u003e \u003cp\u003eThe Mobile Impact on Talent Sourcing 167\u003c\/p\u003e \u003cp\u003ePutting the IMPACT Cycle into Action 169\u003c\/p\u003e \u003cp\u003eNotes 172\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6 Talent Acquisition Analytics 175\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat is Talent Acquisition Analytics? 177\u003c\/p\u003e \u003cp\u003eHow Talent Acquisition Works 190\u003c\/p\u003e \u003cp\u003eApplication Phase 191\u003c\/p\u003e \u003cp\u003ePreinterview Assessment Analytics 194\u003c\/p\u003e \u003cp\u003eInterviews: Separating the Wheat from the Chaff 196\u003c\/p\u003e \u003cp\u003ePutting It All Together: Predictive Analytics for Selection 198\u003c\/p\u003e \u003cp\u003eNotes 203\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7 Onboarding and Culture Fit 205\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eOrganizational Culture 206\u003c\/p\u003e \u003cp\u003eOnboarding Process 207\u003c\/p\u003e \u003cp\u003eStages of Onboarding 209\u003c\/p\u003e \u003cp\u003eEarly Employee Needs 212\u003c\/p\u003e \u003cp\u003eOPEN Analytical Framework for Effective Onboarding 213\u003c\/p\u003e \u003cp\u003eTime to Productivity and Other Outcome Measures 216\u003c\/p\u003e \u003cp\u003eCreate an Onboarding Predictive Model 217\u003c\/p\u003e \u003cp\u003eTying it All Together 217\u003c\/p\u003e \u003cp\u003eNotes 222\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8 Talent Engagement Analytics 223\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eImportance of Employee Engagement 225\u003c\/p\u003e \u003cp\u003eEmployee Engagement Surveys 227\u003c\/p\u003e \u003cp\u003eMaking Employee Engagement Surveys Predictive 229\u003c\/p\u003e \u003cp\u003eMoving Beyond the Survey: Employee Engagement Measures 232\u003c\/p\u003e \u003cp\u003eNotes 236\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9 Analytical Performance Management 237\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhy You Should Care about Performance Management Analytics 238\u003c\/p\u003e \u003cp\u003eLinking Individual Objectives to Company Objectives 239\u003c\/p\u003e \u003cp\u003eDefining Performance Measures 243\u003c\/p\u003e \u003cp\u003ePerformance Incentives and Promotion 245\u003c\/p\u003e \u003cp\u003eProvide Insight to Senior Management 247\u003c\/p\u003e \u003cp\u003eBenefits of Analytical Performance Management 249\u003c\/p\u003e \u003cp\u003eBest Practices 250\u003c\/p\u003e \u003cp\u003ePredictive Analytics and Graph Theory to Optimize Career Pathways and Employee Promotion 251\u003c\/p\u003e \u003cp\u003eNote 252\u003c\/p\u003e \u003cp\u003eReferences 252\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10 Employee Lifetime Value and Cost Modeling 255\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eUnderstanding the Most Expensive Asset 256\u003c\/p\u003e \u003cp\u003eAre Employees Costs or Assets? 256\u003c\/p\u003e \u003cp\u003eThe Basis for Advanced Analytics 257\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 11 Using Retention Analytics to Protect Your Most Valuable Asset 283\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTraditional Approaches are Failing 285\u003c\/p\u003e \u003cp\u003eWhat is Retention, Anyway? 285\u003c\/p\u003e \u003cp\u003eWhat You Need and How it Works 286\u003c\/p\u003e \u003cp\u003eThe Business Case 288\u003c\/p\u003e \u003cp\u003eDeploying Retention Analytics . . . Piece of Cake? 294\u003c\/p\u003e \u003cp\u003eHow to Implement Proactive Talent Retention Models 295\u003c\/p\u003e \u003cp\u003eData for Talent Attrition Predictive Modeling 298\u003c\/p\u003e \u003cp\u003ePutting Your Employee Attrition Findings to Work 302\u003c\/p\u003e \u003cp\u003eThe Segmentation Strategy of Talent Retention Model Insights 303\u003c\/p\u003e \u003cp\u003eNotes 305\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 12 Employee Wellness, Health, and Safety to Drive Business Performance and Loyalty 307\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat is Employee Wellness? 310\u003c\/p\u003e \u003cp\u003eWhy Should You Care about Workplace Wellness? 311\u003c\/p\u003e \u003cp\u003eEmployee Wellness Program Best Practices 320\u003c\/p\u003e \u003cp\u003eOptimizing Your Employee Wellness Health and Workplace Safety with Predictive Analytics 325\u003c\/p\u003e \u003cp\u003eNotes 328\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 13 Big Data and People Analytics 331\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat is Big Data? 332\u003c\/p\u003e \u003cp\u003eBig Data and People Analytics 336\u003c\/p\u003e \u003cp\u003eLeveraging People Analytics 338\u003c\/p\u003e \u003cp\u003eWorkforce Planning Analytics Pillar 339\u003c\/p\u003e \u003cp\u003eSourcing Analytics Pillar 341\u003c\/p\u003e \u003cp\u003eAcquisition\/Hiring Analytics Pillar 343\u003c\/p\u003e \u003cp\u003eOnboarding, Culture Fit, and Engagement Pillar 345\u003c\/p\u003e \u003cp\u003ePerformance Assessment and Development and Employee Lifetime Value Pillar 347\u003c\/p\u003e \u003cp\u003eEmployee Churn and Retention Pillar 349\u003c\/p\u003e \u003cp\u003eEmployee Wellness, Health, and Safety Pillar 351\u003c\/p\u003e \u003cp\u003eNotes 355\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 14 Future of People Analytics 357\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eRise of Employee Behavioral Data 359\u003c\/p\u003e \u003cp\u003ePeople Analytics Moves beyond the Averages 361\u003c\/p\u003e \u003cp\u003ePredictive Becomes the New Standard 363\u003c\/p\u003e \u003cp\u003eAutomated Big Data Analytics 363\u003c\/p\u003e \u003cp\u003eBig Data Empowers Employee Development 365\u003c\/p\u003e \u003cp\u003eModels Become the New Gold of People Analytics 366\u003c\/p\u003e \u003cp\u003ePeople Analytics Becomes More Accessible 366\u003c\/p\u003e \u003cp\u003ePeople Analytics Becomes a Specialized Department 367\u003c\/p\u003e \u003cp\u003eEmployee Data Privacy Backlash 368\u003c\/p\u003e \u003cp\u003eQuantification of HR 369\u003c\/p\u003e \u003cp\u003eNotes 372\u003c\/p\u003e \u003cp\u003eIndex 373\u003c\/p\u003e  \u003cp\u003e\u003cb\u003eJEAN PAUL ISSON\u003c\/b\u003e is global vice president of business intelligence and predictive analytics at Monster Worldwide Inc. He is a worldwide expert and evangelist in Big Data analytics and advanced business analytics with more than 22 years of experience and coauthor of \u003ci\u003eWin with Advanced Business Analytics\u003c\/i\u003e. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eJESSE S. HARRIOTT, P\u003csmall\u003eH\u003c\/small\u003eD,\u003c\/b\u003e is chief analytics officer at Constant Contact and former chief knowledge officer of Monster Worldwide. For over 20 years, Jesse has led analytics professionals to drive business results. He is the coauthor of \u003ci\u003eFinding Keepers\u003c\/i\u003e and \u003ci\u003eWin with Advanced Business Analytics\u003c\/i\u003e.   \u003c\/p\u003e\u003cp\u003eToday, human capital operates in a globally connected arena where the talent marketplace, propelled by the Internet, social media, big data, skills shortage, and workforce imbalance, is more and more competitive.The majority of talent managers are inundated with data from disconnected tools and systems. While some are struggling to move beyond basic employee performance reporting, others do not even know from where to start their people analytics journey. \u003c\/p\u003e\u003cp\u003e\u003ci\u003ePeople Analytics in the Era of Big Data\u003c\/i\u003e provides a blueprint for using data analytics to plan and maximize your talent pool. Written for non-technical professionals and leaders, this practical guide features a proven framework and actionable steps to source, recruit, acquire, engage, retain, promote, and manage the top talent for your business. Contributions from professionals leading the way in human capital development in the U.S., Canada, Europe, Asia, and Australia share the solutions that produce profitable results at their organizations. This book provides actionable guidance on how to inject predictive analytics into every stage of the talent life cycle to drive optimal business performance, including how to: \u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eBuild a scalable strategic workforce planning analytics function\u003c\/li\u003e \u003cli\u003eOptimize talent sourcing in the era of the Internet, cloud, Big Data, and social media \u003c\/li\u003e \u003cli\u003eHarness Big Data intelligence to acquire the right candidate \u003c\/li\u003e \u003cli\u003eLeverage predictive models to retain your top performers at risk of leaving \u003c\/li\u003e \u003cli\u003eBuild employee lifetime value and cost modeling for better performance management and recognition\u003c\/li\u003e \u003cli\u003eAnticipate successful performers as well as underperformers to ensure an optimal workforce \u003c\/li\u003e \u003cli\u003eLearn to quantify an investment in your employees’ well-being and health that impacts productivity and performance\u003c\/li\u003e \u003cli\u003eUnderstand how Big Data applies to talent management and staffing\u003c\/li\u003e \u003cli\u003eMigrate from business analytics to People Analytics to create a competitive edge for your organization\u003c\/li\u003e\n\u003c\/ul\u003e \u003cp\u003e\u003cb\u003eWhy People Analytics Now?\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eIn this Big Data era, the next generation of managers will need to integrate a combination of art (the traditional human intuition experience) and science (Big Data analytics intelligence) in order to be successful. This will require support from senior leadership eager to compete by injecting analytics in the management cycle of their most valuable asset: their workforce.\u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47989759901925,"sku":"NP9781119050780","price":52.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781119050780.jpg?v=1761785381","url":"https:\/\/k12savings.com\/products\/people-analytics-in-the-era-of-big-data-isbn-9781119050780","provider":"K12savings","version":"1.0","type":"link"}