人力资源人员通过分析的无畏之路:人力资源分析的最新工具和技术及其含义的研究。

Mansi Saxena, Teena Bagga, Sangeeta Gupta
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引用次数: 6

摘要

Gordon E. Moore在1965年提出的黄金法则(golden rule)突出并坚持了它的感知,即观察趋势技术,使组织、团体和个人从机器中获取利益。人工智能、机器人、商业智能、大数据和分析、边缘计算、超自动化、区块链、民主化、人类增强、多重体验是支持持续技术进步的技术领域和趋势,这些技术进步使人类能够创新和创造超人的能力,使人力资源经理们不得不用懂人的技术来取代懂技术的人。对分析和复杂算法的可能性突破了创造性领域,扩展了可管理的劳动力,并呈上升趋势。对印度108家领先服务机构的初步研究是为了检查他们采用的人力资源分析的最新工具和技术。正如我们认识到的那样,分析是推动人力资源成为战略业务伙伴并进一步转变角色的动力。此外,我们还确定了分析对各种人力资源数据和决策的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

Fearless path for human resource personnel's through analytics: a study of recent tools and techniques of human resource analytics and its implication.

Fearless path for human resource personnel's through analytics: a study of recent tools and techniques of human resource analytics and its implication.

Fearless path for human resource personnel's through analytics: a study of recent tools and techniques of human resource analytics and its implication.

Fearless path for human resource personnel's through analytics: a study of recent tools and techniques of human resource analytics and its implication.

The golden rule developed by Gordon E. Moore in 1965 stands forth and upholds its perception, which is observant with trending technology and making organizations, groups and individuals extract benefits from machine. AI, Robotics, Business Intelligence, Big Data and Analytics, Edge Computing, Hyperautomation, Blockchain, Democratization, Human Augmentation, Multiexperience are technical domains and trends supporting ongoing technical progress making mankind to innovate and create superhuman capabilities leaving HRs to fight the battle of replacing technology-literate people with people-literate technology. The likeliness towards analytics and complex algorithms made a breakthrough into a creative zone extending manageable workforce with the rising trends. The primary study with 108 h of leading Service Organizations of India was made to examine the recent tools and techniques for HR analytics which are adopted by them. As we recognized that analytics is driving force for HRs to be strategic business partner and step further for transforming roles. In addition we identified the implication of analytics on various HR data and decisions made by them.

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