Sökning: "HR Analytics"

Visar resultat 1 - 5 av 10 uppsatser innehållade orden HR Analytics.

1. 1. "Vad är det här? Vi jobbar ju med mjuka värden" - En kvalitativ studie av uppfattningar om HR analytics i praktiken

   Kandidat-uppsats, Lunds universitet/Sociologiska institutionen

   Författare :Louise Andersson; Ellen Brobeck; [2024]
   Nyckelord :HR analytics; digitalisering; legitimitet; strategisk partner; institutionell teori; evidensbaserade metoder; digitization; legitimacy; strategic partner; institutional theory; evidence-based methods; Social Sciences;

   Sammanfattning : The purpose of the study is to analyze how HR analysts understand their prerequisites for using HR analytics in a way that is perceived as legitimate. Today, there are expectations on HR to become a function that uses digital tools to analyze personnel key figures. LÄS MER

3. 2. HR Analytics for Competitive Advantage: Bringing organisational value while empowering the HR profession

   Magister-uppsats, Lunds universitet/Företagsekonomiska institutionen

   Författare :Elin Engsfelt; Louise Rosén Fång; [2023]
   Nyckelord :HR Analytics; Artificial Intelligence AI ; Human Resources HR ; Legitimacy; HR Profession; HR Processes; Organisational Processes; Diffusion of Innovation Theory DOI ; Four Stages of Analytics; Isomorphism; Functions; Challenges; Business and Economics;

   Sammanfattning : Title: HR Analytics for Competitive Advantage: Bringing organisational value while empowering the HR profession Authors: Elin Engsfelt & Louise Rosén Fång Supervisor: Rikard Larsson Problem definition: The HR profession has throughout history, and still has, a legitimacy problem, where the HR department typically becomes administrative support, rather than a strategic business partner. Purpose: Explore HR professionals' perceptions and opinions on the use of HR Analytics in their work and identify the functions and challenges that HR Analytics brings to the organisation, the HR department, and the HR profession. LÄS MER

4. 3. Unlocking the Potential of Business Intelligence in HR: Assessment of how maturity is to be developed : A case study

   Master-uppsats, KTH/Skolan för industriell teknik och management (ITM)

   Författare :Berken Celik; O'bryan Gaete; [2023]
   Nyckelord :Business intelligence; human resources; BI maturity; predictive analysis; data-drive decision-making; BI factors; Business Intelligence; HR; BI-mognad; prediktiv analys; datadrivet beslutsfattande; BI-faktorer;

   Sammanfattning : The rise of technology and digitalization has greatly impacted organizations, particularly in the field ofHuman Resources (HR). To stay competitive in this evolving landscape, HR departments are increasingly adopting Business Intelligence (BI) as a useful umbrella concept to collect, store, access, and analyze data for data-driven decision-making. LÄS MER

5. 4. Vad ska HR prioritera? : En kvalitativ studie om organisationers kompetenskartläggning och digitalisering

   Kandidat-uppsats, Umeå universitet/Pedagogiska institutionen

   Författare :Rebecka Lundgren; Wilma Wester; [2022]
   Nyckelord :people analytics HR analytics digitization competency mapping competence model; digitalisering; HR; HRM; kompetens; kompetensförsörjning strategisk kompetenskartläggning;

   Sammanfattning : .... LÄS MER

7. 5. Vad ska HR prioritera? : En kvalitativ studie om organisationers kompetenskartläggning och digitalisering

   M1-uppsats, Umeå universitet/Pedagogiska institutionen

   Författare :Wilma Wester; Rebecka Lundgren; [2022]
   Nyckelord :Competency mapping; competence model; HR analytics; digitization; people analytics; digitalisering; HR; HRM; HR analytics; digitizationKompetens; kompetensförsörjning; strategisk kompetenskartläggning;

   Sammanfattning : Studien har undersökt hur några norrländska stora och medelstora organisationer arbetar medkompetenskartläggning. Vidare undersöktes hur synen på kompetens, kompetenskartläggningoch utsikter för HR-arbetet i och med digitaliseringens framfart varierar mellanorganisationsnivåer. LÄS MER