Despite advances in the application of analytics in business functions such as marketing and finance, and a significant degree of interest in the topic of Human Resource analytics, its usage is still nowhere near where it could be. This study’s primary aim was to measure the levels of usage of HR analytics among South African organisations, an exercise that has not been done before. This qualitative, exploratory study was conducted among 16 senior Human Resource practitioners from large organisations in South Africa. Being qualitative, a limitation of this study is that it is not representative and therefore the results cannot be generalised. Further opportunities therefore exist for quantitative, longitudinal research in this field to objectively ascertain the extent of usage of HR analytics. It was found that South African organisations’ usage of HR analytics is still in its infancy and that the concept and its implications are little understood. It also found that there is consensus regarding the importance for HR analytics in organisations and that the HR analytical skills challenge is the main hindrance to implementation. Importantly, the study demonstrated and that the overall outlook for HR analytics is positive. The research makes recommendations and proposes a model that should enable organisations, the HR profession and the academic world to implement HR analytics. / Dissertation (MBA)--University of Pretoria, 2013. / zkgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This thesis presents two applications of the incompleteness and one application of the imperfection of the market economy. The first application, Chapter 2, studies the decision making problem of an individual seeking to accumulate an optimal amount of human capital realizing that the wage income derived from the accumulated human capital is subject to incompletely insured uncertainty. In other words, the financial market that insures against wage income risk is not fully functional. We find that the individual's inability to diversify wage income risk tends to increase the need to accumulate more human capital in order to elevate wage path and compensate for the burden of its associated risk. This is particularly true when (i) the wage income risk is positively correlated with the rate-of-return risk in the financial market, resulting in an even greater risk burden to the individual, and (ii) the individual is more risk averse. There are two possibilities that no human capital is needed. The first possibility occurs when it is optimal to work as an unskilled worker because both the burden from wage income risk and the rate of return from education are low. The second possibility is the case where the risk burden is so high that the optimal time spent in school to acquire sufficient human capital to cover the risk is so long that the discounted rate of return from education is negative. In this case, the best strategy is to invest in financial assets alone and forfeit the opportunity to earn wage income - either as an educated or as an unskilled worker - to avoid its associated risk. Chapter 3 applies equilibrium unemployment theory with a frictional labor market to study the impact of immigration on the local labor market. Markets are imperfect in the sense that job matching takes time and recruitment is costly. We find that labor market outcomes of both the natives and existing immigrants depend crucially on how the economic surplus from successful matching is divided between the firms and the workers or, in other words, on the bargaining power of the workers. An arrival of immigrants with low bargaining power tends to benefit both the natives and the existing immigrants. A disparity between the two worker types in the matching efficiency also plays a major role. An inferior matching technology among the immigrants, interpreted here as reflecting their less established social network, lowers their wage rate and increases their unemployment rate. The natives are more likely to benefit from additional immigration than the existing immigrants and, when they do, the overall benefit can be decomposed into "job creation spillover" effect resulting from the immigrants' low bargaining power, and "job stealing" effect resulting from the immigrants' less efficient matching. The implications on the pattern of international migration flows are also discussed. In Chapter 4, a simple macroeconomic model is constructed and applied quantitatively to OECD countries, to analyze the effect of incomplete insurance on saving, growth and welfare in a closed economy. In this economy, precautionary saving motivated by uninsured idiosyncratic shocks raises growth rates but lowers risk-free returns. Welfare is measured by the sum of growth rates and risk-free rates of return, not growth rates alone. This welfare measure takes the negative impact of precautionary saving into consideration. Applied to the OECD data, three major results emerge: (i) the heterogeneous performance of growth and saving across the countries reflects different degrees of insurance incompleteness, (ii) since the externality of growth on productivity was very strong in the 1960's, the heavily constrained insurance market itself improves productivity by promoting growth, thereby enhancing welfare, (iii) while the externality of growth became weaker in the 1980's, the development of insurance markets lowered growth, but still contributed to a raise in welfare.

This thesis presents two applications of the incompleteness and one application of the imperfection of the market economy. The first application, Chapter 2, studies the decision making problem of an individual seeking to accumulate an optimal amount of human capital realizing that the wage income derived from the accumulated human capital is subject to incompletely insured uncertainty. In other words, the financial market that insures against wage income risk is not fully functional. We find that the individual's inability to diversify wage income risk tends to increase the need to accumulate more human capital in order to elevate wage path and compensate for the burden of its associated risk. This is particularly true when (i) the wage income risk is positively correlated with the rate-of-return risk in the financial market, resulting in an even greater risk burden to the individual, and (ii) the individual is more risk averse. There are two possibilities that no human capital is needed. The first possibility occurs when it is optimal to work as an unskilled worker because both the burden from wage income risk and the rate of return from education are low. The second possibility is the case where the risk burden is so high that the optimal time spent in school to acquire sufficient human capital to cover the risk is so long that the discounted rate of return from education is negative. In this case, the best strategy is to invest in financial assets alone and forfeit the opportunity to earn wage income - either as an educated or as an unskilled worker - to avoid its associated risk. Chapter 3 applies equilibrium unemployment theory with a frictional labor market to study the impact of immigration on the local labor market. Markets are imperfect in the sense that job matching takes time and recruitment is costly. We find that labor market outcomes of both the natives and existing immigrants depend crucially on how the economic surplus from successful matching is divided between the firms and the workers or, in other words, on the bargaining power of the workers. An arrival of immigrants with low bargaining power tends to benefit both the natives and the existing immigrants. A disparity between the two worker types in the matching efficiency also plays a major role. An inferior matching technology among the immigrants, interpreted here as reflecting their less established social network, lowers their wage rate and increases their unemployment rate. The natives are more likely to benefit from additional immigration than the existing immigrants and, when they do, the overall benefit can be decomposed into "job creation spillover" effect resulting from the immigrants' low bargaining power, and "job stealing" effect resulting from the immigrants' less efficient matching. The implications on the pattern of international migration flows are also discussed. In Chapter 4, a simple macroeconomic model is constructed and applied quantitatively to OECD countries, to analyze the effect of incomplete insurance on saving, growth and welfare in a closed economy. In this economy, precautionary saving motivated by uninsured idiosyncratic shocks raises growth rates but lowers risk-free returns. Welfare is measured by the sum of growth rates and risk-free rates of return, not growth rates alone. This welfare measure takes the negative impact of precautionary saving into consideration. Applied to the OECD data, three major results emerge: (i) the heterogeneous performance of growth and saving across the countries reflects different degrees of insurance incompleteness, (ii) since the externality of growth on productivity was very strong in the 1960's, the heavily constrained insurance market itself improves productivity by promoting growth, thereby enhancing welfare, (iii) while the externality of growth became weaker in the 1980's, the development of insurance markets lowered growth, but still contributed to a raise in welfare. / Arts, Faculty of / Vancouver School of Economics / Graduate

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: The management of human capital requires meaningful measures of human capital effectiveness that enable better strategic human resource decision-making. Existing measures, such as Human Capital Return on Investment (HCROI), allow human resource managers to quantify the bottom-line impact of human capital expenditure, but little is known about how HCROI varies within the population of listed companies. As a result, users of these metrics rarely know how they ‘measure up’ against their competitors in the absence of normative information. If human capital is considered a source of competitive advantage, measures of human capital effectiveness should also allow for normative comparisons. The present study extracted audited financial data from McGregor BFA (2010) and described the central tendency and dispersion of HCROI of Johannesburg Stock Exchange (JSE) listed companies (N = 319). In doing so, it established a set of benchmarks for human capital effectiveness measures across industry and company size categories, as well as described temporal changes over the financial years surveyed (2006 - 2010). Even though South Africa is considered to have a very low labour force productivity level compared to other countries (Schwab, 2010 in World Competitive Report, 2010/2011), the results showed that the grand median HCROI ratio for South African listed companies was higher (M = 3.03) than those from published figures from the USA, EU and UK (PwC Saratoga, 2011). This descriptive research also explored the influence of company size (small, medium or large) and company industry (N = 42) on human capital effectiveness (as indexed by HCROI). No statistically significant differences (p > .05) between the median HCROI ratios across company size categories were found, although notable differences in medians of HCROI across company industry categories were observed. HCROI also showed temporal fluctuations over the study period, reflecting economic cycle influences, but year-on-year changes were bigger when the mean HCROI was used — median HCROI remained relatively stable year-on-year. From the research, several recommendations are made regarding the appropriate use of these HCROI benchmark data. Also, this descriptive study lays a solid foundation for future explanatory research aimed at investigating the antecedents, correlates and consequences of human capital return-on-investment (HCROI) as an indicator of human capital effectiveness. The present study contributes to human capital metrics literature by demonstrating how human capital effectiveness indicators can be calculated from audited financial results available in the public domain, and in doing so, attempts to encourage greater use of human capital reporting in financial reporting standards. / AFRIKAANSE OPSOMMING: Die bestuur van mensekapitaal vereis betekenisvolle metings van menskapitaaleffektiwiteit wat beter strategiese menslike hulpbron-besluitneming tot gevolg het. Bestaande metings, soos Menskapitaalbeleggingsopbrengs (HCROI), laat menslike hulpbronbestuurders toe om die finansiële impak van die menskapitaaluitgawe te kwantifiseer, maar min is bekend oor hoe menskapitaalbeleggingsopbrengste tussen die populasie van gelyste maatskappye varieer. Die gevolg is dat die gebruikers van hierdie metrieke aanduiders (metrics) selde weet hoe hulle ‘opmeet’ teen hul mededingers in die afwesigheid van normatiewe inligting. Indien menskapitaal as ‘n bron van ykmerk (benchmark) oorweeg kan word, moet die meting van menskapitaaleffektiwiteit ook normatiewe vergelykings toelaat. Die huidige studie het geouditeerde finansiële data vanaf McGregor BFA (2010) onttrek en die sentrale neiging en verspreiding van menskapitaalbeleggingsopbrengs van die maatskappye wat op die Johannesburgse Effektebeurs gelys is (N = 319), beskryf. Sodoende het dit ‘n stel ykmerke vir menskapitaaleffektiwiteit-metings daargestel oor die industrie- en maatskappy-grootte kategorieë heen, sowel as om reële veranderinge oor die finansiële jare (2006 – 2010) wat ondersoek is, te beskryf. Alhoewel Suid-Afrika met ‘n baie lae arbeidsmag produktiwiteitsvlak geag word in vergelyking met ander lande (Schwab, 2010 in World Competitive Report, 2010/2011), het die resultate getoon dat die algehele mediaan menskapitaalbeleggingsopbrengs ratio vir Suid-Afrikaans-gelyste maatskappye hoër (M = 3.03) was as die gepubliseerde syfers van die V.S.A., Europa en die Verenigde Koninkryk (PwC Saratoga, 2011). Hierdie beskrywende navorsing het ook die invloed van maatskappy-grootte (groot, medium of klein) en maatskappy-sektore (N = 42) op menskapitaaleffektiwiteit (soos geïndekseer deur die menskapitaal-beleggingsopbrengs) ondersoek. Geen statistiese beduidende verskille (p > .05) is tussen die menskapitaalbeleggingsopbrengs mediaan ratio’s oor die maatskappy-grootte kategorieë gevind nie, alhoewel daar noemenswaardige verskille in die mediaan van menskapitaalbeleggingsopbrengs oor die maatskappy-sektor kategorieë waargeneem is. Menskapitaalbeleggingsopbrengs het ook temporale skommelinge oor die studieperiode getoon, wat ekonomiese siklus-invloede reflekteer het, maar jaar-op-jaar veranderinge was groter indien die gemiddelde (mean) menskapitaalbeleggingsopbrengs gebruik was – mediaan menskapitaalbeleggingopbrengs het relatief stabiel van jaar-tot-jaar gebly. Uit hierdie navorsing word verskeie aanbevelings gemaak rakende die toepaslike gebruik van die menskapitaalbeleggingsopbrengs ykmerk-data. Die beskrywende studie lê ook ‘n vaste fondament vir toekomstige verklarende navorsing wat daarop gerig is om die voorafgaande veranderlikes (antecedents), korrelate en gevolge van menskapitaalbeleggingsopbrengs as ‘n indikator van menskapitaaleffektiwiteit te ondersoek. Die huidige studie dra tot die menskapitaalmaatstawweliteratuur by deur te demonstreer hoe menskapitaaleffektiwiteit indikatore vanaf geouditeerde finansiële resultate kan bereken word wat op die openbare domein beskikbaar is. Daardeur word gepoog om groter gebruik van menskapitaalrapportering in finansiële verslagdoeningstandaarde aan te moedig.