Moskva, Moscow, Russian Federation
The article deals with problems of HR analytics and its practical application to improve management decisions of individual and organizational performance. The results of Russian and foreign research on the current state of and prospects for the use of HR analysts are summarizes. The levels of HR analysts (from the drafting of HR-metrics to predictive modeling) are allocated, their characteristics are disclosed. The examples of the successful use of HR analysts in modern practice are given, special attention is paid to predictive analysts, the author highlights the potential benefits of organizing, its use for a wide range of tasks: forecasting staffing needs, forecasting staff turnover, improving recruitment, better interaction management talent, identifying the most valuable employees, corporate culture and management involvement, identifying key factors for motivation and success, increase staff productivity, increase efficiency of training and formation of competencies.
evidence-based management, HR analytics, HR-metrics, predictive modeling, levels of HR analytics, individual and organizational performance, talent and employee engagement management.
Думать — это очень трудно. Готовые
управленческие рецепты прекрасно
избавляют от этой тяжелой необхо-
димости...
Питер Друкер
Экономическая нестабильность побуждает компании более внимательно относиться к управлению эффективностью деятельности и использования персонала. Ключевая задача — найти оптимальный баланс между развитием сотрудников, повышением уровня их квалификации и эффективности, выявлением лучших и наиболее вовлеченных, способных развивать бизнес и приносить прибыль компании, с одной стороны, и сокращением расходов компании в условиях спада экономики — с другой.
1. Pfeffer Dzh., Satton R. Dokazatel’nyy menedzhment: noveyshaya kontseptsiya ot Garvardskoy shkoly biznesa [Evidence Management: The latest concept from the Harvard Business School]. Moscow, EKSMO Publ., 2008.
2. Global Human Capital Trends 2016. The new organization: Different by design //https://www2.deloitte.com/global/en/ pages/human capital/articles/introduction-human-capitaltrends. html (accessed 20 December 2016).
3. HR Outlook: Winter 2015-16: leaders’ views of our profession https://www.cipd.co.uk/Images/hr-outlook_2016-winter- 2015-16-leaders-views-of-our-profession_tcm18-11009.pdf (accessed 21 December 2016).
4. Evidence-based HR. The bridge between your people and delivering business strategy //https://assets.kpmg.com/content/ dam/kpmg/pdf/2015/04/evidence-based-hr.pdf (accessed 12 December 2016).
5. Mezhdunarodnoe issledovanie tendentsiy v sfere upravleniya personalom - 2016. Rossiyskaya Federatsiya [The international research trends in the field of personnel management - 2016. The Russian Federation]. Available at: https://www2.deloitte. com/ru/ru/pages/human-capital/articles/introduction-human- capital-trends.html (accessed 21 December 2016).6. HR-trendy [HR-trends]. Available at: http://ashrm.ru/upload/ file/HR-trendyi-2016.pdf (accessed 18 December 2016).
6.
7. Upravlenie personalom 2016: HR-byudzhet, HR-metriki, dinamika zarplat [Human Resource Management 2016: HR-budget, HRmetrics, dynamics of wages]. Available at: http://public.superjob. ru/images/research/Upravleniepersonalom2016.pdf (accessed 20 December 2016).
8. High-Impact Talent Analytics: Building a World-Class HR Measurement and Analytics Function //http://marketing. bersin.com/rs/bersin/images/hita100113sg.pdf (accessed 10 December 2016).
9. HR analytics capabilities //http://www.slideshare.net/TrendwiseAnalytics/ trendwise-hr-analytics (accessed 18 December 2016).
10. Big Data in HR: Building a Competitive Talent Analytics Function - The Four Stages of Maturity - Bersin& Associates, 2012 (accessed 10 Decemder 2016).
11. Chernetsova V. HR-analitika: HR-metriki i eshche raz o Big- Data [HR-analyst: HR-metric and again about BigData]. Available at: http://hrdocs.ru/poleznaya-informacziya/hr-metrikibig- data (accessed 15 December 2016).
12. Fitz-enz J. The new HR analytics: predicting the economic value of your company’s human capital investments. - AMACOM, American Management Association, 2010.
13. Bersin J., Collins L., Mallon D., Moir J., Straub R. People analytics. Gaining speed //https://dupress.deloitte.com/dupus- en/focus/human-capital-trends/2016/people-analytics-inhr- analytics-teams.html (accessed 10 December 2016).
14. Sullivan John. How Google is using people analytics to completely reinvent hr //https://www.eremedia.com/tlnt/howgoogle- is-using-people-analytics-to-completely-reinvent-hr (accessed 12 December 2016).
15. David Green. 20 People Analytics Case Studies //https://www. linkedin.com/pulse/20-people-analytics-case-studies-part-1- david-green; //https://www.linkedin.com/pulse/20-peopleanalytics- case-studies-part-2-david-green (accessed 10 December 2016).
16. Tracey Smith. 13 People Analytics Ideas to Get you Started https://www.linkedin.com/pulse/13-people-analyticsideas- get-you-started-tracey-smith (accessed 20 December 2016).
17. Cameron Kennedy. Data Scientist, Analytics Leader Follow Recent HR Analytics Themes https://www.linkedin.com/pulse/ recent-hr-analytics-themes-cameron-kennedy (accessed 20 December 2016).
18. Bernard Marr 8 HR Analytics Every Manager Should Know About http://www.forbes.com/sites/bernardmarr/2016/03/01/ the-8-hr-analytics-every-manager-should-know-about/ #6cf8ef282d2c (accessed 10 December 2016).
19. Sullivan John. Actionable Predictive Analytics - The Next Big Thing In Talent Management https://www.eremedia.com/ere/ actionable-predictive-analytics-the-next-big-thing-in-talentmanagement (accessed 20 December 2016).
20. Raging Debates in HR Analytics //http://mcbassi.com/wp/ resources/pdfs/RagingDebatesInHRAnalytics.pdf (accessed 10 December 2016).
21. Sullivan John. The Top 10 Strategic HR And TA Metrics That CEOs Want To See //https://www.eremedia.com/ere/the-top- 10-strategic-hr-and-ta-metrics-that-ceos-want-to-see (accessed 20 December 2016).
