About The Book
Drawing on the combined expertise of the editors and a range of practicing expert contributors, the book provides a current, cutting-edge, and multi-perspective survey of workforce analytics. The contributions examine why workforce analytics is important, how it can help contribute to business success, and the considerations businesses need to address to maximize the benefit of this important HR expertise.
A breakthrough text in a game-changing emerging discipline, the book is an essential resource for practitioners, students, and researchers in workforce analytics, people analytics, and human resource management more broadly.
Workforce Analytics: A Global Perspective provides a comprehensive sweep of key issues facing the evolving discipline of workforce analytics. The editors, all globally recognized in this field, have curated a collection of unique pieces that introduce workforce analytics, discuss its place in the HR sphere, and systematically address the key practical challenges faced by analytics experts working in and with organizations.
Now Available For Purchase
Workforce Analytics: A Global Perspective
The topic of Workforce Analytics (WFA) is both new and timeless. While the field has experienced explosive growth in recent years, its origins date back over a century. Despite the growing attention and the abundance of books, articles and case studies on WFA applications, there is no overarching view of the field, its gaps, and strategies for enhancing the design, implementation, and outcomes of WFA. This breakthrough book provides that critical view.
The book takes the reader on a journey that mirrors the development of the field of WFA, beginning with its origins and progressing through its development to the current state of the field – and beyond. It features easy-to-implement tools including the ACAI model of WFA implementation [Ask the right questions; Collect the right data; Conduct the right Analyses; Influence the right decisions]; a new WFA maturity matrix that balances push versus pull factors; examples of different levels of WFA capabilities; and options for structuring WFA functions.
Our Authors
Alec Levenson
Senior Research Scientist and Director at the Center for Effective Organizations, Marshall School of Business, USC
Mark A. Huselid
Distinguished Professor of Workforce Analytics and Director of the Center for Workforce Analytics at the D’Amore-McKim School of Business, Northeastern University
Martin R. Edwards
Martin R. Edwards is a Professor of Management at the UQ Business School, University of Queensland, Australia. Martin has published widely in the area of Human Resource Management. He is active in the field of HR consultancy, having delivered projects to numerous multinationals; he has also provided bespoke HR Analytics training to global firms.
Dana Minbaeva
Dana Minbaeva is a Professor of Strategic Human Capital at King’s Business School, King’s College London, UK. She also holds a part-time position at Copenhagen Business School, Denmark, and is an affiliate faculty member at London Business School, UK. Professor Minbaeva is a Fellow of the Academy of International Business. She has received several national and international awards for her research achievements, including the prestigious JIBS Decade Award in 2013. Dana is also the founder and director of the Nordic Human Capital Advisory Aps.
Alec Levenson
Alec Levenson is Senior Research Scientist and Director at the Center for Effective Organizations, Marshall School of Business, University of Southern California. His research has been published in books, academic and business publications, and global media outlets, including the New York Times, Wall Street Journal, The Economist, CNN, Associated Press, US News and World Report, National Public Radio, Los Angeles Times, USA Today, Marketplace, and Fox News.
Mark A. Huselid
Mark A. Huselid is the Distinguished Professor of Workforce Analytics and director of the Center for Workforce Analytics at the D’Amore-McKim School of Business, Northeastern University. He was the editor of the Human Resource Management Journal, and is a current or former member of numerous professional and academic boards. He is a fellow of the National Academy of Human Resources (NAHR), the Society for Industrial and Organizational Psychology (SIOP), and the Association for Psychological Science (APS).