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1	Datadriven HR : HR analytics och dess framväxt / Data driven HR : HR analytics and its advancement Lund, Theodor, Erlandsson, Anna January 2020 (has links) Bakgrund och syfte: Implementeringen av HR analytics är mycket låg trots att forskning visar på att användandet av HR analytics leder till bättre beslut i organisationer. Syftet med studien var att undersöka HR analytikers uppfattning av hinder bakom den begränsade framväxten. Metod: Sex HR analytikers semistrukturerade intervjuer analyserades genom en tematisk analys. Analysen var induktiv med inslag av deduktion. Resultat: Det råder en kompetensbrist inom området. Hinder för framväxten har visat sig vara HR analytikers tvivel på sin egen förmåga att arbeta databaserat, brist på ledningsstöd, brister i mjukvara, kompetens- och utbildningsbrist samt informationsbrist. HR analytics ger en högre legitimitet för professionen vilket också pekar mot ett ökat framtida användande. HR analytics har också resulterat i ett större inflytande hos ledning och chefer. Slutsatser: Studien talar för en utbildningssatsning där fokuset inte enbart bör ligga på de `hårda ́ kompetenserna utan också på de `mjuka ́ såsom förändringsledning, storytelling och kommunikation. HR analytics Workforce analytics People analytics HR metrics Payroll analytics Talent analytics HRIS Key Performance Indicators Business Intelligence Social Sciences Samhällsvetenskap
2	Управление человеческими ресурсами на основе методов HR-аналитики и данных о людях (на примере ООО «К Телеком») : магистерская диссертация / Human resource management based on HR analytics and people data (on the example of K Telecom LLC) Хороших, А. А., Khoroshikh, A. A. January 2023 (has links) HR-аналитика – относительно новое направление в сфере управления персоналом, но уже довольно широко обсуждается в научном контексте. Цель исследования – изучить современные подходы к управлению человеческими ресурсами организации на основе инструментов HR-аналитики и данных о людях, провести анализ возможностей и ограничений применения HR-аналитики в системе управления персоналом телекоммуникационной компании, а также разработать предложения по внедрению системы HR-аналитики в ООО «К Телеком». В ходе исследования использованы как теоретические методы (изучение литературных источников, анализ, описание, обобщение, классификация), так и эмпирические методы (интервьюирование, анкетирование, сбор данных, анализ результатов деятельности). Научная новизна исследования заключается в авторском уточнении понятия HR-аналитики и разработке инновационных решений в области внедрения системы HR-аналитики в практику управления человеческими ресурсами телекоммуникационной компании. Практическая значимость результатов магистерского исследования обусловлена разработкой управленческого механизма внедрения системы HR-аналитики в ООО «К Телеком», инструментов принятия кадровых решений на основе данных о людях. / HR analytics is a relatively new direction in the field of personnel management, but it is already widely discussed in a scientific context. The purpose of the study is to study modern approaches to managing human resources of an organization based on HR analytics tools and data about people, to analyze the possibilities and limitations of using HR analytics in the personnel management system of a telecommunications company, and to develop proposals for the implementation of an HR analytics system in K Telecom LLC. During the study, both theoretical methods (study of literary sources, analysis, description, generalization, classification) and empirical methods (interviewing, questioning, data collection, analysis of performance results) were used. The scientific novelty of the study lies in the author's clarification of the concept of HR analytics and the development of innovative solutions in the field of introducing an HR analytics system into the practice of human resource management in a telecommunications company. The practical significance of the results of the master's study is due to the development of a managerial mechanism for the implementation of the HR analytics system in K Telecom LLC, tools for making personnel decisions based on data about people. ДАННЫЕ О ЛЮДЯХ HR -АНАЛИТИКА HR МЕТРИКИ ДАШБОРД MASTER'S THESIS HUMAN RESOURCE MANAGEMENT PEOPLE DATA HR ANALYTICS HR METRICS DASHBOARD
3	Costing conflict : a multiple case study approach to quantifying conflict in the mining industry in South Africa Burger, Dore Gertel 03 1900 (has links) Thesis (MComm)--Stellenbosch University, 2013. / This study will focus on conflict within organisations in the attempt to gain clarity on this very common phenomenon and to link conflict to financial cost. By gaining a financial grip on conflict this study attempts to give the reader the tools with which to estimate parameters and calculate financial costs within their own conflict situations. The reader will also be able to motivate the need for management to invest in pre-emptive conflict resolution structures. The study will focus on a sample population from the mining sector in South Africa. A multiple case study approach is used in order to understand the intricacies that make conflict a variable, situation-dependant occurrence after which data is collected to calculate a preliminary estimate of the financial costs incurred by the organisation due to hostilities within the sample population. The results of the study indicate that the samples chosen experience different types of conflict and also manage the conflict in different ways. The calculations reflect that conflict impacts on the organisation in a fiscally prominent way. Each case has its own unique major contributors to monetary costs incurred due to conflict depending on case specific attributes. The results clearly show that the financial cost of conflict has a severe impact on an organisation. The structured analysis provided by the study gives the reader a method with which to calculate the costs of conflict within other cases where conflict is assumed to have a negative impact on performance. In this way it becomes easier for the practitioner to effectively motivate for preventative action. Conflict Conflict theories Quantifying conflict HR metrics Dissertations -- Industrial psychology Theses -- Industrial psychology Labor disputes -- South Africa -- Costs Mineral industries -- South Africa
4	Who are we and what do we measure? : A case study of the dynamic relationship between performance measurement and organizational identity Källgren, Marcus, Vejbrink Kildal, Adrian January 2022 (has links) Performance measurements have been described as a tool by which management can communicate expected standards of behavior as well as a shared meaning among members regarding the intended direction of the firm. In parallel, the organizational identity field relies on the premise that members can answer the question “who are we as an organization?” through a sense of shared understanding. The purpose of this paper is to investigate the implications a performance measurement system has on the employees’ perception of “who we are“, related to the theoretical framework of organizational identity. This paper utilizes a qualitative research method, a case-based approach of a Swedish life science company which is conducted in an exploratory manner. The case company is chosen due to its contextual setting regarding the newly implemented performance measurement system, along with the inherent characteristics of the industry in general, which is typically considered to be incongruent with such quantitative measurements. The empirical data is collected through eight interviews with members from the chosen case company, as well as through internal documents describing its performance measurement system. The authors propose a revised theoretical framework in which performance measurements and organizational identity are investigated through a conceptual model which explores their dynamic relationship. The findings reinforce well-known ideas of performance measurements and organizational identity, along with providing new insights on the dynamics between them. Keywords: Organizational Identity, Performance Measurement System, Performance Management, Identity-Dynamics organizational identity performance measurement system performance management identity-dynamics PMS HR human resources acquisition change management HR-metrics employee reward system evaluation appraisal organizational performance employee performance perception tracking monitoring organizational culture organizational control medium who we are who we are as an organization qualitative measurement quantitative measurement case study life science organizational members shared understanding we-ness dynamic relationship relationship interrelationship central enduring distinctive CED implications identity-related adjustments top-down initiative strategic initiative strategic sensemaking sensemaking ideational definitional component attributes loose couplings innovation enhancing reinforcing guiding stretching enabling challenging threatening constraining R&D research development idealized identity desired identity Business Administration Företagsekonomi

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