Human Capital Analytics: Why Aren't We There?
There has been enormous interest in HCA among businesses, consultants, and academics. Analytics has been called a game changer for the future of HR. Nevertheless, organizations have struggled to move from operational reporting to true analytics.
By: Professor Dana Minbaeva. Introduction to the Special Issue of Journal of Organizational Effectiveness, People and Performance on Human Capital Analytics.
|Human Capital Analytics: Why Aren't We There?|
Competencies for the future: CBS Master Student Survey
In relation to "VL Døgnet 2017" HCA Group has surveyed the CBS master students about their competences and readiness for the future.
|Competencies for the future (PDF)|
Building Credible Human Capital Analytics for Organizational Competitive Advantage
Despite the enormous interest in human capital analytics (HCA), organizations have struggled to move from operational reporting to HCA. This is mainly the result of the inability of analytics teams to establish credible internal HCA and demonstrate its value.
By: Professor Dana Minbaeva. Forthcoming in Human Resource Management (Special Issue on “Workforce Analytics”)
|Building Credible HCA (PDF)|
Too Much Focus on Point Estimates: A Severe Trap in HC Analytics
Many managers use data from a sample and not from the entire population, but that they make the mistake of treating their sample as if it was the population. Overlooking this point can lead to wrong decisions and potential costly mistakes.
This piece discusses how you can use range estimates (or confidence intervals) to analyze your data and make better predictions.
|Point vs. Range Estimates (PDF)|
Can You Aggregate Individual-Level Data?
Data is often aggregated without much explication of the aggregation method, which can result in several problems and make the interpretation of results difficult. Furthermore, data aggregation often happens for pragmatic reasons, as it can be difficult to collect data at the exact level desired. However, it is possible to examine data to better understand whether aggregation is appropriate in a specific case.
This piece is based on the article Van Mierlo, H., Vermunt, J., & Rutte, C. (2009). Composing Group-level Constructs From Individual-level Survey Data. Organizational Research Methods, 12(2), 368-392.
|Aggregating data (PDF)|
Skills Gap in Denmark
Human Capital Analytics Group has conducted a study on the skills gap in Denmark. We surveyed HR managers from the largest companies in Denmark and conducted interviews with company representatives to learn which positions are hard-to-fill, which skills are sought-after, and how companies cope with the gap.
|Full Report (PDF)||Full report (epub)|
Employee Engagement Surveys: The Use and Usefulness
Human Capital Analytics Group has conducted a study on the use of employee engagement surveys in Danish companies. We interviewed representatives from the large Danish companies and major survey providers, and conducted a quantitative research on the use of employee engagement surveys in Denmark
|Full Report (PDF)||Full Report (epub)|
Five costly mistakes companies make when working with human capital data
HCA Groups’ Dana Minbaeva and Larissa Rabbiosi elaborate on the biggest mistakes companies should avoid when dealing with their data.
|Five mistakes (PDF)|
Hvorfor gætte, når du kan vide? Human Capital Analytics
Article featured at Dansk HR's online newsletter (in Danish)
Samfundsrelevant Forskning På CBS - Socially Relevant Research at CBS
Stop Guessing - Start Knowing!
Although we all like the idea of using data to document the value added by HR, we face numerous challenges when we start to act. This article discusses the most sigficiant and often encountered challenges and suggests possible steps that might bring us closer to a key goal: “Stop guessing – start knowing!”
Sådan bruger du dine medarbejder-data
Ledelseidag.dk nr. 9, oktober 2015
Article in Lederne on how to use your workforce data strategically (in Danish).
|Full Article (PDF)|