It is increasingly difficult for leaders to earn respect, trust and loyalty if they do not bring results. The focus has to return to good management, results and responsibility. Evidence-based HR provides HR with the means to build credibility & capability.
What to consider when preparing the business case for HR Analytics?Hendrik Feddersen
Several converging issues are driving the need to rewrite the rules: Technology is advancing at an unprecedented rate. Individuals are relatively quick to adapt to ongoing innovations, but organizations move at a much slower pace. Initiating the HR Analytics journey can be challenging, as measurable outcomes and impact are initially limited within many organisations.
HR Analytics and KPIs with LBi HR HelpDeskLBi Software
A well-designed and mature HR Case Management solution can provide great value through powerful analytics.
By delivering HR Help Desk Key Performance Indicators (KPI) in a graphical Executive Dashboard format, senior management will have the right information at their fingertips, in real time and with pain points clearly and visually presented, to make the critical decisions necessary to maximize organizational performance.
We will also show how this valuable data can enhance other KPI tools such as Balanced Scorecard analytics. Find out why Big Data analytics is truly a necessity to succeed in today's highly competitive business climate!
We will discuss and demonstrate how LBi HR Help Desk analytics can transform your organization by providing a keen understanding of your workforce dynamics, including exposure to general employee attitudes, management issues, festering labor disputes, and other workplace concerns that can impact productivity
The Datafication of HR: Graduating from Metrics to AnalyticsVisier
Datafication is a new term used to describe the process of turning an existing business into a “data business.” In HR it refers to our increasing ability to use Talent Analytics to understand more and more about our people, HR practices and processes, and external demographics.
Global competition for talent, outsourcing labor, compliance legislation, remote workers, aging populations – these are just a few of the daunting challenges faced by HR organizations today. Yet the most commonly monitored workforce metrics do very little to deliver true insight into these topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Learn the difference between metrics and analytics, as well as key analytics and their values in these core areas:
Recruiting Effectiveness
Performance
Talent Retention
Employee Movement
Total Rewards
The challenges in today’s business environment require new approaches to remain competitive in an ever-shrinking world of global competition. By graduating from metrics to analytics, HR professionals and leaders can better understand the contributing factors that are impacting their organization, and take the right actions to implement programs that will provide a true competitive advantage.
View the full webinar recording here:
http://www.visier.com/lp/the-datafication-of-hr-graduating-from-metrics-to-analytics/
Download the companion white paper here:
http://www.visier.com/lp/wp-datafication-of-hr/
This is a presentation that I gave recently to a group of over 300 HR recruiting professionals at a large consulting company. Thought it might be of help to others.
What to consider when preparing the business case for HR Analytics?Hendrik Feddersen
Several converging issues are driving the need to rewrite the rules: Technology is advancing at an unprecedented rate. Individuals are relatively quick to adapt to ongoing innovations, but organizations move at a much slower pace. Initiating the HR Analytics journey can be challenging, as measurable outcomes and impact are initially limited within many organisations.
HR Analytics and KPIs with LBi HR HelpDeskLBi Software
A well-designed and mature HR Case Management solution can provide great value through powerful analytics.
By delivering HR Help Desk Key Performance Indicators (KPI) in a graphical Executive Dashboard format, senior management will have the right information at their fingertips, in real time and with pain points clearly and visually presented, to make the critical decisions necessary to maximize organizational performance.
We will also show how this valuable data can enhance other KPI tools such as Balanced Scorecard analytics. Find out why Big Data analytics is truly a necessity to succeed in today's highly competitive business climate!
We will discuss and demonstrate how LBi HR Help Desk analytics can transform your organization by providing a keen understanding of your workforce dynamics, including exposure to general employee attitudes, management issues, festering labor disputes, and other workplace concerns that can impact productivity
The Datafication of HR: Graduating from Metrics to AnalyticsVisier
Datafication is a new term used to describe the process of turning an existing business into a “data business.” In HR it refers to our increasing ability to use Talent Analytics to understand more and more about our people, HR practices and processes, and external demographics.
Global competition for talent, outsourcing labor, compliance legislation, remote workers, aging populations – these are just a few of the daunting challenges faced by HR organizations today. Yet the most commonly monitored workforce metrics do very little to deliver true insight into these topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Learn the difference between metrics and analytics, as well as key analytics and their values in these core areas:
Recruiting Effectiveness
Performance
Talent Retention
Employee Movement
Total Rewards
The challenges in today’s business environment require new approaches to remain competitive in an ever-shrinking world of global competition. By graduating from metrics to analytics, HR professionals and leaders can better understand the contributing factors that are impacting their organization, and take the right actions to implement programs that will provide a true competitive advantage.
View the full webinar recording here:
http://www.visier.com/lp/the-datafication-of-hr-graduating-from-metrics-to-analytics/
Download the companion white paper here:
http://www.visier.com/lp/wp-datafication-of-hr/
This is a presentation that I gave recently to a group of over 300 HR recruiting professionals at a large consulting company. Thought it might be of help to others.
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
A selection of slides from my presentation at the HR Metrics and Analytics for Strategic Decision Making 2017 conference, outlining my thoughts on capability, relationships, data and system needs
Case Study: Building a Culture of Analytics in HR at MicronHuman Capital Media
Supporting 30,000 employees worldwide, the Workforce Information team at Micron Technology Inc. has a clear vision: When someone thinks of analytics at Micron, they want that person to think of HR. For most companies today, that seems a tall order to fulfill. And with Micron’s highly technical staff of more than 10,000 engineers, it was a particularly bold aspiration. Over the past two years Micron’s Workforce Information team, working within the HR department, has made significant progress in achieving that goal.
Since implementing Visier Workforce Analytics in late 2013, Micron’s Workforce Information team has rolled out self-service analytics to more than 150 HR leaders and business partners and more than 800 business-area managers globally. As a result, Micron is uncovering new workforce insights that can be used to make decisions that are closely linked to business performance.
For more than 30 years, Micron’s teams of dreamers, visionaries and scientists have redefined innovation — designing and building some of the world’s most advanced memory and semiconductor technologies.
Join 2014 Brandon Hall Excellence in Technology award-winner Tim Long, director of Workforce Information at Micron, as he discusses his team’s journey in enabling HR to “demand evidence and think critically.”
Long will share his team’s experience:
Developing global standards for workforce data.
Implementing a highly scalable solution for workforce analytics on demand.
Fostering a data-driven culture within HR.
Leveraging workforce analytics in HR processes, such as compensation reviews..
Speaker:
Tim Long - Director of Workforce Information Micron Technology INC.
As the director of Workforce Information at Micron Technology Inc., Tim Long leads a team of business intelligence engineers, analysts and data scientists to create insight from workforce data. Long’s team supports Micron’s strategic commitment to data-driven decision making helping to inform people decisions with sound analytics. Long holds a bachelor’s degree in mechanical engineering from the University of Wyoming and a master’s degree in business analytics from New York University’s Stern School of Business
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
Big data, business intelligence, and HR analytics are three buzzwords that are frequently talked about. Do you really know what they mean? And what added value does big data and business intelligence bring to the field of HR?
An important role of HR analytics is to provide access to critical data and insights about the workforce which can be then analysed for making better decisions.
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
Big data, we’ve heard the phrase for quite some time, but how can human resources leaders get in on the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations – and practitioners – are thinking about the role of HR in organizations, uncovering never before seen insight. During this spotlight webinar, Alexis Fink, director of talent intelligence and analytics at Intel, will share insights on the evolution of talent analytics and offer practical tips for doing talent analytics well in organizations. She will also discuss some of the key questions talent analytics can answer, the methods you can use to answer them and the key capabilities needed to do the work.
During this webinar, attendees will hear:
How talent analytics has the ability to transform the decision-making process within an organization.
New methods of data collection, analysis and display – and the new questions we can answer with them.
Cautions to consider when developing and implementing talent analytics within your organization.
The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
HR Analytics: New approaches, higher returns on human capital investmentShanmukha S. Potti
As global economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times by looking for competitive insights to the massive data they can now capture. But to date, HR departments have lagged behind the efforts of Marketing, IT, CRM and other functions. The purpose of this paper is to show how business function leaders can start mining data to measure and improve HR's contributions to business performance.
Farsight offers robust business intelligence, predictive analytics tool that makes the organizational processes goal oriented. Farsight’s tool portrays an analytical picture of the development, creation, implementation, maintenance, and assessment of workflow and aligns them with available resources.
Farsight offers you to start with today’s needs and expansion the solution module as the business grows. Following are the benefits that can be derived by Farigsht’s HR Tool which empowers analytics.
The presentation we gave for the winning entry in the inaugural People Analytics award. Workometry is a text-analytics based employee feedback tool which uses machine learning to aid comprehension.
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
A selection of slides from my presentation at the HR Metrics and Analytics for Strategic Decision Making 2017 conference, outlining my thoughts on capability, relationships, data and system needs
Case Study: Building a Culture of Analytics in HR at MicronHuman Capital Media
Supporting 30,000 employees worldwide, the Workforce Information team at Micron Technology Inc. has a clear vision: When someone thinks of analytics at Micron, they want that person to think of HR. For most companies today, that seems a tall order to fulfill. And with Micron’s highly technical staff of more than 10,000 engineers, it was a particularly bold aspiration. Over the past two years Micron’s Workforce Information team, working within the HR department, has made significant progress in achieving that goal.
Since implementing Visier Workforce Analytics in late 2013, Micron’s Workforce Information team has rolled out self-service analytics to more than 150 HR leaders and business partners and more than 800 business-area managers globally. As a result, Micron is uncovering new workforce insights that can be used to make decisions that are closely linked to business performance.
For more than 30 years, Micron’s teams of dreamers, visionaries and scientists have redefined innovation — designing and building some of the world’s most advanced memory and semiconductor technologies.
Join 2014 Brandon Hall Excellence in Technology award-winner Tim Long, director of Workforce Information at Micron, as he discusses his team’s journey in enabling HR to “demand evidence and think critically.”
Long will share his team’s experience:
Developing global standards for workforce data.
Implementing a highly scalable solution for workforce analytics on demand.
Fostering a data-driven culture within HR.
Leveraging workforce analytics in HR processes, such as compensation reviews..
Speaker:
Tim Long - Director of Workforce Information Micron Technology INC.
As the director of Workforce Information at Micron Technology Inc., Tim Long leads a team of business intelligence engineers, analysts and data scientists to create insight from workforce data. Long’s team supports Micron’s strategic commitment to data-driven decision making helping to inform people decisions with sound analytics. Long holds a bachelor’s degree in mechanical engineering from the University of Wyoming and a master’s degree in business analytics from New York University’s Stern School of Business
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
Big data, business intelligence, and HR analytics are three buzzwords that are frequently talked about. Do you really know what they mean? And what added value does big data and business intelligence bring to the field of HR?
An important role of HR analytics is to provide access to critical data and insights about the workforce which can be then analysed for making better decisions.
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
Big data, we’ve heard the phrase for quite some time, but how can human resources leaders get in on the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations – and practitioners – are thinking about the role of HR in organizations, uncovering never before seen insight. During this spotlight webinar, Alexis Fink, director of talent intelligence and analytics at Intel, will share insights on the evolution of talent analytics and offer practical tips for doing talent analytics well in organizations. She will also discuss some of the key questions talent analytics can answer, the methods you can use to answer them and the key capabilities needed to do the work.
During this webinar, attendees will hear:
How talent analytics has the ability to transform the decision-making process within an organization.
New methods of data collection, analysis and display – and the new questions we can answer with them.
Cautions to consider when developing and implementing talent analytics within your organization.
The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
HR Analytics: New approaches, higher returns on human capital investmentShanmukha S. Potti
As global economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times by looking for competitive insights to the massive data they can now capture. But to date, HR departments have lagged behind the efforts of Marketing, IT, CRM and other functions. The purpose of this paper is to show how business function leaders can start mining data to measure and improve HR's contributions to business performance.
Farsight offers robust business intelligence, predictive analytics tool that makes the organizational processes goal oriented. Farsight’s tool portrays an analytical picture of the development, creation, implementation, maintenance, and assessment of workflow and aligns them with available resources.
Farsight offers you to start with today’s needs and expansion the solution module as the business grows. Following are the benefits that can be derived by Farigsht’s HR Tool which empowers analytics.
The presentation we gave for the winning entry in the inaugural People Analytics award. Workometry is a text-analytics based employee feedback tool which uses machine learning to aid comprehension.
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
How to Build an HR Analytics Center of ExcellenceAPEX Global
Using analytics to turn data into insights regularly provides strategic advantage to all areas of organizations, from marketing to supply chain management and finance.
The formation of an HR Analytics Center of Excellence can enable firms to derive strategic insights from workforce data and justify the investments made in HR programs and technology.
Andy Vanzurpele HR Planning & Analytics - ING BelgiumHRmagazine
ING startte in 2013 met de uitbouw van HR Analytics om de HR-strategie datagedreven te maken.
Andy Vanzurpele leidde het project van meet af aan en wijst ons graag op een aantal successen en lessen die hij trok. In deze interactieve sessie schetst hij enkele concrete cases en toont hij hoe de resultaten werden toegepast binnen HR en de brede organisatie.
How to Train Yourself Through HR Analytics Training.pptxMindCypress .
Human resource (HR) analytics has become a vital tool for HR practitioners in today's data-driven society
Resource: https://www.mindcypress.com/blogs/human-resource-management/how-to-train-yourself-through-hr-analytics-training
Technology is rapidly transforming the way we work, but it isn’t the only factor to consider when building teams. This presentation illuminates the crucial trends shaping today’s working environments and explores what forward-thinking organizations are planning as they look ahead to 2020 and beyond. Employee development and training make up a clear group of leading impact areas for investments. Susan Hanold, Ph.D., draws from the ADP Research Institute and Innovation Lab’s deep expertise across the entire spectrum of human capital management, as well as insights gained from ADP’s approximately 600,000 clients and 20+ million employees. Leave with invaluable insights into current and emerging issues in human capital management, employment trends and workforce strategy.
Speaker: Susan Hanold, Ph.D., ADP
The ROI of HR: Building the HR SupergroupPeopleFirm
If you're in HR and you're not aiming for quantifiable business impact, you're missing the boat.
Sadly, in too many organizations, HR is perceived more as an administrative function focused on policy than as a strategic partner focused on increasing organizational performance. This, despite the fact that studies have long shown that a high-performing HR can drive close to 40% of overall business performance*.
In a world where people are your last competitive frontier, shouldn't HR be partnering with the business to drive that bottom-line impact?
We think yes! Check out our 3-minute postcard on how to increase the ROI of HR in your organization.
The challenges facing human resources (HR) executives have changed significantly over the past 10 years. Today, HR is an important part of overall corporate performance. This is driven by several factors, including the growing needs to: attract and retain talent; implement strategic succession planning; access and analyze workforce data; and manage a culture that enables multi-generational workforce expectations. Microsoft has a technology platform that HR decision makers can use to address these challenges and deliver business impact.
Jay Huang: What if you could make the right people decisions almost all the t...Edunomica
Jay Huang: What if you could make the right people decisions almost all the time?
People Analytics Conference
Website - https://pacamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/pacamporg
This blog talks about ten frequently asked questions about reinventing the HR department in the 21st century to thrive in the modern business landscape.
Big Data = Big Headache? Using People Analytics to Fuel ROItalent.imperative
• Interpret trend information to understand the business case for Big Data in HR.
• Examine your fears and assumptions about Big Data.
• Learn from best practice case studies how to demonstrate HR’s contributions to ROI.
• Understand how to engage key stakeholders as part of your organization’s people analytics journey.
Strategic Workforce Planning: Key Principles and Objectives, Paul TurnerThe HR Observer
Making sure that we have the right people in the right place with the right level of skills at the right time to deliver both short and long term objectives requires information and insight. This need has sparked a growing interest in workforce planning. Organisations have identified a compelling need to be able to ‘shape’ and skill themselves to deal with both expected and unexpected events: as well as to control costs without damaging competitiveness. Strategic Workforce Planning (SWP) supports these objectives in the quest to become flexible and agile. SWP is a core process of human resource management. It helps HR Professionals to provide insight to an organisation’s competitive advantage through people. This session will cover some of the objectives, principles and models used in SWP, together with case studies of best practice.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
The Future of HR: Standing Still Isn't an Option October 2017
Today and how to succeed tomorrow - HR Analytics
1. Presented by Hendrik Feddersen
Responsibility for the information and views set out in
this presentation lies entirely with the author
Today and how to succeed tomorrow
HR Analytics
2.
3. The world has changed
and has become a very complex environment
4. Knowledge doubles every year
and skills have a half-life of 2.5 to
5 years.
The half-life of knowledge is the
amount of time that has to elapse
before half of the knowledge in a
particular area is superseded.
What has changed in HR?
5. Talent markets are out of
balance, making it more difficult
than ever to find the "right
people".
China, India and Arabic countries
are attracting skilled employees
shaking other countries out of
balance.
What has changed in HR?
6. Millennials enter the labour market:
multitasking pros, always connected
and more tech-savvy.
But still demand respect, fair treatment,
challenging and meaningful work, a sense of
financial stability, growth and long-term
employment security and a reasonable level
of work life balance.
What has changed in HR?
7. Candidates are not looking for a
career; they are looking for an
experience.
Leadership, coaching, mobility, career
development and employment
branding are keys to build a highly
engaged workforce.
What has changed in HR?
8. Big data are becoming increasingly
available
ERP systems produce an enormous
amount of data.
LinkedIn Talent Solution and similar
companies provides huge amount of
data from outside an organisation.
What has changed in HR?
9. More than one billion people
are on social networks.
Business and personal
boundaries are shaken.
People are potentially much
better informed.
What has changed in HR?
10. Contingent workforce made of
short-term staffs, contractors,
interims and trainees are growing
worldwide.
Contingent workforce deserve
respect, access to information
and in-house training.
What has changed in HR?
11. Huge Leadership problem
It is increasingly difficult for leaders to earn respect,
trust and loyalty, if they do not bring results.
The focus has to return to good management,
results and responsibility.
Evidence-based HR provides HR with the means to
build credibility & capability.
12. What does it mean, HR Analytics?
• HR Analytics gives powerful insights,
optimisations and predictions on the
workforce.
• HR Analytics gives an “outside-in perspective”
on the business, because internal and external
data sources are being used.
• Data can be collected by a diverse range of
systems.
13. HR Analytics is a function in rapid growth
• There is a positive worldwide trend for HR
Analytics.
• Unsurprisingly, who works in this very recent
function, faces lack of technologies, skills and
staff.
14. Checklist to start your journey
1. Get broad leadership buy-in:
Assess business objectives and create some quick wins.
2. Build a robust team:
Hire “scary quant” and ensure a diverse skill set.
3. Do your research!
Consult and benchmark with experts to understand HR analytics capabilities,
research industry, HR benchmarking resources and key KPIs and evaluate needs
across the organisation.
4. Create the right infrastructure:
Evaluate what you already have in place, invest in data governance and business
intelligence tools and work to build a partnership with IT.
5. It’s all about data:
Implement thorough data collection efforts across the employee lifecycle,
structure systems to collect data correctly and holistically and derive actionable
business insights and communicate results to decision makers.
15. Focus on real real business questions
• How to measure performance?
• What are the interrelations cause and effect?
• Examples of business questions:
How to allocate new staff members to the various
departments? Is our staff optimised to meet this
quarter’s improvement goal? Why is our staff less
motivated?
17. Very good understanding
how the business operates
A multi-disciplinary expert team might
need to be set up with experts coming
from various parts of the organisation,
where HR relevant data are being
produced.
How to succeed in HR Analytics?
18. Ability to extract swiftly relevant data
from the various systems and produce
actionable results
The process of identifying interesting
data is called data mining. You will still
need to transform data into an
understandable format easy to
transform in action.
Good IT skills and statistics are key.
How to succeed in HR Analytics?
19. Ability to engage with the users
Getting others engaged with wow-
factor HR reports is key.
Data integration and dashboards are
the tools to make manager's life easier.
You need different delivery models, like
graphics, interactive tools and
storytelling.
How to succeed in HR Analytics?
20. Credibility and patience to
validate and clean data
Key to achieve success is to develop
credibility, have patience to validate
data before releasing them.
HR data require constant, intensive
data cleaning and follow ups with staff
to achieve data as complete as
possible.
How to succeed in HR Analytics?
21. Patience and encouragement
from a sponsor
You will need a very patient high-level
sponsor. The interaction shall not be
dominated by fear. Several iterations
between the sponsor and yourself
might be needed before actionable
results are produced.
How to succeed in HR Analytics?
22. Unlimited creativity in collecting
HR data
You have to come up with some very
creative ideas in how to extract HR
data from the organisation. Existing HR
data are most likely not so interesting.
How to succeed in HR Analytics?
23. Ability to instill a new culture of
data driven decisions
You yourself have to start taking decisions
based on data and invite others to do the
same. Who starts first will have a huge
advantage.
Key influencers need to embrace the real
spirit of HR Analytics and avoid the typical
flawed approach.
How to succeed in HR Analytics?
24. Ability to attract funds
When was the last time you produced
a business case for producing better
HR reports? How many times have you
joined forces with others to overcome
costs? When was the last time you
built a proof of concept to convince
others?
How to succeed in HR Analytics?
25. Motivation to constantly self
educate themselves
You need to read as much as you can
and educate yourself about HR
Analytics and network with your
peers.
How to succeed in HR Analytics?
26. About myself
• Hendrik Feddersen
• 50 years old, living in London, UK
• Degree in Business Administration from the
“Luigi Bocconi” University - Milan, Italy - 1988
• Manager HRIS & Analytics at the HR department at
the European Medicines Agency for the last 16 years
• Successfully implemented SAP HCM
• Main tasks: SAP HCM, process improvements,
predictions, data cleaning, extracting and
automatising reports and training colleagues.
• Lean Six Sigma Green Belt certified
• Self-learning “language R” and “HR excellence though
Six Sigma”
• Writing posts on LinkedIn
• Speaker at various conferences
• Collecting articles on scoop.it
• Networking in the HR Analytics arena
27. Most interesting models for the HR environment
Text mining, i.e. identifying
objectively the right
candidate among many
application forms based on
semantic key word searches.
Ronald Burt:
Structural holes vs. network
closure as social capital, i.e.
deconstructing social
network.
28. Most interesting models for the HR environment
In-house LinkedIn, i.e. a new
way to extract quickly
information from an
organisation on skills and
competences of staff.
Daniel Bloom:
Achieving HR excellence
through Six Sigma