Data-Driven HR: Creating Value with HR Metrics and HR Analytics

Data-Driven HR: Create Value with HR Metrics and HR Analytics

Which job applicants have hidden talents? Which job roles are most prone to long-term absenteeism? Which of your teams really satisfy customers? Many organizations wrestle with these questions, even as they sit atop a treasure trove of valuable information collected by their HR information systems and other business software.

This book, a Dutch best seller now translated into English, shows how to use the data you already have to answer burning questions like these. It demonstrates how you can progressively refine your HR analytics by defining, implementing, and monitoring HR interventions, policy, and strategy. This data-driven approach puts HR in a better position to help the organization improve its performance and increase employees’ productivity and job satisfaction. HR metrics and HR analytics help you create value for the organization by: formulating business questions that are relevant to HR; using all available data, including big data; to reveal patterns and correlations within the organization; proactively identifying trends, risks, and opportunities; and developing predictive models.

“Human Resource Management (HRM) is crucial for the performance of organizations. HR professionals and HR scholars struggle to reform HRM into a strong profession with high reputation and credibility. Important ways to enhance the reputation and credibility of HRM are HR Metrics and HR Analytics. The book written by Irma Doze and Toine Al is an excellent tool to learn more about these methods. A “must read” for both management students, HR professionals, and HR scholars.”
Karin Sanders, Professor HRM, School of Management, UNSW Business School, Sydney, Australia

“HR analytics will be a game-changer in the long term. It will ensure that HRM is based on systematic scientific research that provides evidence of whether something works or not.”
Jorrit van der Togt, EVP of HR Strategy & Internal Communications, Shell

This book is for anyone who is interested in understanding the advantages of data-driven HR policy and applying data analytics and related disciplines within their own organization and HR practice. Data-driven HR has advantages for all types of commercial, noncommercial, and government organizations. The book has been written with a number of audiences in mind: HR managers and directors, HR business partners, current and future HR analysts, HR consultants, business analysts, controllers and line managers who want to deepen their knowledge of the subject and make use of the opportunities presented by HR analytics to help them do their work.

This edition of the book, the first to appear in English, has also recently been revised to add an updated chapter on privacy and the protection of personal data, information on hypothesis-driven analysis versus data mining, artificial intelligence (AI), machine learning, and self-learning software, and information on the Voice of the Employee.

“This book is one of a kind. It’s substantial but deserves kudos for its thoroughness and readability.”
Mark de Lat, director, Randstad Nederland

“HR analytics will be essential for HR to continue to make a critical contribution to organizational strategy in the future.”
Hein Knaapen, Global HR Director, ING

Data-Driven HR: Creating Value with HR Metrics and HR Analytics

Which job applicants have hidden talents? Which job roles are most prone to long-term absenteeism? Which of your teams really satisfy customers? Many organizations wrestle with these questions, even as they sit atop a treasure trove of valuable information collected by their HR information systems and other business software.

This book, a Dutch best seller now translated into English, shows how to use the data you already have to answer burning questions like these. It demonstrates how you can progressively refine your HR analytics by defining, implementing, and monitoring HR interventions, policy, and strategy. This data-driven approach puts HR in a better position to help the organization improve its performance and increase employees’ productivity and job satisfaction. HR metrics and HR analytics help you create value for the organization by: formulating business questions that are relevant to HR; using all available data, including big data; to reveal patterns and correlations within the organization; proactively identifying trends, risks, and opportunities; and developing predictive models.

“Human Resource Management (HRM) is crucial for the performance of organizations. HR professionals and HR scholars struggle to reform HRM into a strong profession with high reputation and credibility. Important ways to enhance the reputation and credibility of HRM are HR Metrics and HR Analytics. The book written by Irma Doze and Toine Al is
an excellent tool to learn more about these methods. A “must read” for both management students, HR professionals, and HR scholars.”
Karin Sanders, Professor HRM, School of Management, UNSW Business School, Sydney, Australia

“HR analytics will be essential for HR to continue to make a critical contribution to organizational strategy in the future.”
Hein Knaapen, Global HR Director, ING

“HR analytics will be a game-changer in the long term. It will ensure that HRM is based on systematic scientific research that provides evidence of whether something works or not.”
Jorrit van der Togt, EVP of HR Strategy & Internal Communications, Shell

This book is for anyone who is interested in understanding the advantages of data-driven HR policy and applying data analytics and related disciplines within their own organization and HR practice. Data-driven HR has advantages for all types of commercial, noncommercial, and government organizations. The book has been written with a number of audiences in mind: HR managers and directors, HR business partners, current and future HR analysts, HR consultants, business analysts, controllers and line managers who want to deepen their knowledge of the subject and make use of the opportunities presented by HR analytics to help them do their work.

This edition of the book, the first to appear in English, has also recently been revised to add an updated chapter on privacy and the protection of personal data, information on hypothesis-driven analysis versus data mining, artificial intelligence (AI), machine learning, and self-learning software, and information on the Voice of the Employee.

“This book is one of a kind. It’s substantial but deserves kudos for its thoroughness and readability.”
Mark de Lat, director, Randstad Nederland