People Ananlytics Conclave 2017 on 11-12 November, 2017 http://idr.iimranchi.ac.in:8080/xmlui/handle/123456789/97 2026-05-22T06:04:03Z 2026-05-22T06:04:03Z Vivekanand, R. http://idr.iimranchi.ac.in:8080/xmlui/handle/123456789/373 2018-07-31T06:54:17Z 2017-11-11T00:00:00Z

Title: The science of data visualization Authors: Vivekanand, R. Abstract: The importance of managing business by members is increasing day by day. The present decade is striving to make sense of all such data. One powerful technique to generate insight on data is by using data visualization. By following perception rules presentation of data can be made more informative. Studies have shown that it takes less than 500 milliseconds for the eye and the brain to process attentive property of any image. The tools available today for visualization are exploding beyond belief. With the advent of big data the options available are also increasing. Good stories shall provide a sense of order, simulate interactivity and make it easier to remember points. This would results in more engagement and better understanding of information.

2017-11-11T00:00:00Z Singh, Tanya. Chandra, Sudeshna. http://idr.iimranchi.ac.in:8080/xmlui/handle/123456789/372 2022-01-27T10:51:23Z 2017-11-11T00:00:00Z

Title: Talent analytics to solve issues of diversity and inclusion Authors: Singh, Tanya.; Chandra, Sudeshna. Abstract: This chapter explores the need for talent management and throws light on how HR analytics can be used in addressing talent management issues in context of diversity and inclusion. Drawing extensively from extant literature, the chapter demonstrates how the definitions of diversity and inclusion have evolved over the years, and also describes the biases that are associated with an inclusive workplace and how to address them. It goes on to explain the importance of a diverse and inclusive organizational culture. Looking forward, the chapter explains the ways in which HR analytics can be used to improve diversity. The results of a study have also been included, which show how biases can occur during the recruitment and selection phase.

2017-11-11T00:00:00Z Krishnan, Arun http://idr.iimranchi.ac.in:8080/xmlui/handle/123456789/371 2018-07-31T06:26:09Z 2017-11-11T00:00:00Z

Title: Employee engagement in the digital age Authors: Krishnan, Arun Abstract: In an increasingly digital world, employee experience is the key for the organizations to retain talent. Research has shown that in the US alone, only 13 per cent of employees are actively engaged, resulting in losses of up to $500 billion. Current systems are siloed and broken and are akin to post mortems that indicate the reason for the patients demise after the fact. There is a need for real-time systems that can enable continuous feedback from employees leading to managers identifying issues proactively, before they become full-blown crisis. This chapter talks about the latest trends in continuous feedback and how to go about moving away from year-end employee satisfaction surveys.

2017-11-11T00:00:00Z Satisan, Sanjayan. http://idr.iimranchi.ac.in:8080/xmlui/handle/123456789/370 2022-04-25T08:28:56Z 2017-11-11T00:00:00Z

Title: Overview: improving integrity of performance management system using simple HR analytics and ONA Authors: Satisan, Sanjayan. Abstract: This paper presents methods to improve gaps in traditional Performance Management Systems and endorse the use of simple analytical tools to improve the correctness of the system. We can do this by considering a skeletal alternate to Bersin’s Talent Maturity Model (BTMM) as the underlying framework. Then we shall draw upon practical suggestions for use of various analytical tools across these levels, from descriptive statistics to predictive analytics, although not extensively. Emphasis is also laid on the use of analytics to evaluate social capital, which is often neglected while assessing performance. With increased computing power of the current generation, particularly to process the vast reserve of metadata, it is now possible to measure social capital accurately. This field of study is called Organisation Network Analysis (ONA). The paper also narrates a method to assure distributive justice and deciding ‘fair’ hike, a transaction that results from the outcome of performance management system. All these analytical tools when applied in unison are expected to raise the integrity of performance systems to sustain and build the right talent.

2017-11-11T00:00:00Z