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Samenvatting Human Resource Management International Business Administration
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Samenvatting Human Resource Management International Business Administration
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lOMoARcPSD|15781725Human resource management
Kennisclips Evidence based HRM
In plaats van keuzes maken op basis van logica of intuïtie maken we bij evidence based HRM keuzes
gebaseerd op een kritische evaluatie van wetenschappelijke en empirische informatie.
Defining evidence based HRM
Wat is evidence-based HR? Combining critical thinking with the best available scientific evidence and
business information as basis for decision making in HR practice.
Evidence= scientific evidence combined with business information
Als je dit wilt doen dan neem je de volgende 5 stappen:
1. Beschrijf de essentie van het probleem en stel de juiste vragen.
2. Verzamel bewijs rondom het probleem.
3. Analyseer het bewijs kritisch.
4. Gebruik de resultaten van deze analyse om de beslissing te maken.
5. Evalueer het proces.
Sources of evidence
Wat telt als scientific evidence?
1. Evidence of research conducted and reported using scientific quality standards
□ Kijk naar de kwaliteit. Bijvoorbeeld: de sample size. Is die groot genoeg?
□ Kijk naar de ranking en hoe vaak het artikel is geciteerd
2. Published in a peer-reviewed journal (zoals academy of management journal, journal of
applied psychology, etc.)
□ Te vinden op Scopus, web of science of google scholar (check journal)
□ Kijk naar de ranking en hoe vaak het artikel is geciteerd
Wat telt als emperical data?
1. Primary data, collected specifically to test our question
□ such as satisfaction surveys, focus groups on specific questions and interviews with specific groups.
2. Secondary data, collected with a different or no primary purpose in mind
□ such as customer databases, human resource information, absence level, time to recruit each
job, reports, customer satisfaction by team and information on policies and practices.
HR analytics
HR analytics = The use of people-related data in analytical processes to address business issues. A type
of evidence-based HR with an increased appreciation of data from within the organization.
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PICOC model
Zo maak je het specifiek en houd je rekening met alle componenten.
Analytical toolkit: levels of analytics:
● Descriptive, describe relationships and current and historical data patterns
● Predictive, using current and historical facts to make predictions about the future
● Prescriptive, analysing complex data to predict outcomes, provide decision options and
show alternative business impacts (Rare in HR)
Big data
Big data = verschillende definities: het mag alleen big data genoemd worden als het groter is dan een
bepaald aantal PB (pet byte, gelijk aan 1000TB), does not fit on a “traditional computer.” Of, volume
variety, velocity.
The rise of interest in big data can be tied to the increase in digital technologies, our interaction with
those technologies, and the interoperability of those technologies.
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College 1 – 1 september
Introductiecollege
Bereikbaar per e-mail: hrmba@rsm.nl
De verschillende stappen die we zullen doorlopen tijdens de cursus:
Belangrijke data:
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