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[null,"1.","Record Nr.",null,"UNINA9910830279203321"]
[null,null,"Autore",null,"Pease Gene <1950->"]
[null,null,"Titolo",null,"Human capital analytics [[electronic resource] ] : how to harness the potential of your organization's greatest asset / / Gene Pease, Boyce Byerly, Jac Fitz-enz"]
[null,null,"Pubbl/distr/stampa",null,"Hoboken, N.J., : Wiley, c2013"]
[null,null,"ISBN",null,"1-119-20505-0"]
[{"$nulls":4},"1-283-66508-5"]
[{"$nulls":4},"1-118-50697-9"]
[null,null,"Edizione",null,"[1st edition]"]
[null,null,"Descrizione fisica",null,"1 online resource (252 p.)"]
[null,null,"Collana",null,"Wiley & SAS business series"]
[null,null,"Disciplina",null,"658.3"]
[{"$nulls":4},"658.301"]
[null,null,"Soggetti",null,"Human capital"]
[{"$nulls":4},"Personnel management"]
[null,null,"Lingua di pubblicazione",null,"Inglese"]
[null,null,"Formato",null,"Materiale a stampa"]
[null,null,null,"Livello bibliografico","Monografia"]
[null,null,null,"Note generali","Includes index."]
[null,null,null,"Nota di bibliografia","Includes bibliographical references and index."]
[null,null,"Nota di contenuto",null,"\"\"Human Capital Analytics: How to Harness the Potential of Your Organization's Greatest Asset\"\"; \"\"Copyright\"\"; \"\"Contents\"\"; \"\"Preface\"\"; \"\"Acknowledgments\"\"; \"\"Introduction Realizing the Dream: From Nuisance to Necessity\"\"; \"\"Starting from the Back Row\"\"; \"\"The Value Dream\"\"; \"\"Barriers in the Human Resource Area\"\"; \"\"Organizations are all about People, Not Things\"\"; \"\"Managing Risk\"\"; \"\"Historic Fundamentals\"\"; \"\"Intangibles\"\"; \"\"Predictability\"\"; \"\"Need for Definition\"\"; \"\"Breakthrough\"\"; \"\"Practicality\"\"; \"\"Analytics Model Foundation\"\"; \"\"Awakening\"\"; \"\"Notes\"\""]
[{"$nulls":4},"\"\"Chapter 1: Human Capital Analytics\"\"\"\"Human Capital Analytics Continuum\"\"; \"\"Summary\"\"; \"\"Notes\"\"; \"\"Chapter 2: Alignment\"\"; \"\"The Stakeholder Workshop: Creating the Right Climate for Alignment\"\"; \"\"Aligning Stakeholders\"\"; \"\"Who Are Your Stakeholders?\"\"; \"\"What Should You Accomplish in a Stakeholder Meeting?\"\"; \"\"Deciding What to Measure with Your Stakeholders\"\"; \"\"Leading Indicators\"\"; \"\"Business Impact\"\"; \"\"Assigning Financial Values to \"\"Intangibles\"\"\"\"; \"\"Defining Your Participants\"\"; \"\"Summary\"\"; \"\"Notes\"\"; \"\"Chapter 3: The Measurement Plan\"\"; \"\"Defining the Intervention(s)\"\""]
[{"$nulls":4},"\"\"Measurement Map\"\"\"\"Hypotheses or Business Questions\"\"; \"\"Defining the Metrics\"\"; \"\"Demographics\"\"; \"\"Data Sources and Requirements\"\"; \"\"Summary\"\"; \"\"Note\"\"; \"\"Chapter 4: It's All about the Data\"\"; \"\"Types of "]
[{"$nulls":4},"Data\"\"; \"\"Tying Your Data Sets Together\"\"; \"\"Difficulties in Obtaining Data\"\"; \"\"Ethics of Measurement and Evaluation\"\"; \"\"Telling the Truth\"\"; \"\"Summary\"\"; \"\"Notes\"\"; \"\"Chapter 5: What Dashboards Are Telling You: Descriptive Statistics and Correlations\"\"; \"\"Descriptive Statistics\"\"; \"\"Going Graphic with the Data\"\"; \"\"Data over Time\"\"; \"\"Descriptive Statistics on Steroids\"\""]
[{"$nulls":4},"\"\"Correlation Does Not Imply Causation\"\"\"\"Summary\"\"; \"\"Notes\"\"; \"\"Chapter 6: Causation: What Really Drives Performance\"\"; \"\"Can You Create Separate Test and Control Groups?\"\"; \"\"Are There Observable Differences?\"\"; \"\"Did You Consider Prior Performance?\"\"; \"\"Did You Consider Time-Related Changes?\"\"; \"\"Did You Look at the Descriptive Statistics?\"\"; \"\"Have You Considered the Relationship between the Metrics?\"\"; \"\"A Gentle Introduction to Statistics\"\"; \"\"Basic Ideas behind Regression\"\"; \"\"Model Fit and Statistical Significance\"\"; \"\"Summary\"\"; \"\"Notes\"\"; \"\"Chapter 7: Beyond ROI to Optimization\"\""]
[{"$nulls":4},"\"\"Optimization\"\"\"\"Segmentation\"\"; \"\"Mixture\"\"; \"\"Saturation\"\"; \"\"Metric Interaction\"\"; \"\"Time Line\"\"; \"\"Summary\"\"; \"\"Notes\"\"; \"\"Chapter 8: Share the Story\"\"; \"\"Presenting the Financials\"\"; \"\"Telling the Story and Adding Up the Numbers\"\"; \"\"Preparing for the Meetings\"\"; \"\"Summary\"\"; \"\"Notes\"\"; \"\"Chapter 9: Conclusion\"\"; \"\"Human Capital Analytics\"\"; \"\"Alignment\"\"; \"\"The Measurement Plan\"\"; \"\"It's All about the Data\"\"; \"\"What Dashboards Are Telling You: Descriptive Statistics and Correlations\"\"; \"\"Causation: What Really Drives Performance\"\"; \"\"Beyond ROI to Optimization\"\"; \"\"The Ultimate Goal\"\""]
[{"$nulls":4},"\"\"What Others Think about the Future of Analytics\"\""]
[null,null,null,"Sommario/riassunto","An insightful look at the implementation of advanced analytics on human capital Human capital analytics, also known as human resources analytics or talent analytics, is the application of sophisticated data mining and business analytics techniques to human resources data. Human Capital Analytics provides an in-depth look at the science of human capital analytics, giving practical examples from case studies of companies applying analytics to their people decisions and providing a framework for using predictive analytics to optimize human capital investments. Written by Gene Pease, Boyce Byerly,"]
[null,"2.","Record Nr.",null,"UNINA9910667562703321"]
[null,null,"Autore",null,"Bracken David"]
[null,null,"Titolo",null,"Should 360-degree feedback be used only for developmental purposes? / / David W. Bracken ... [et al.] ; with a preface by George P. Hollenbeck"]
[null,null,"Pubbl/distr/stampa",null,"Greensboro, N.C., : Center for Creative Leadership, 1997"]
[null,null,"ISBN",null,"9781604915280"]
[{"$nulls":4},"1604915285"]
[{"$nulls":4},"9781604917390"]
[{"$nulls":4},"1604917393"]
[null,null,"Edizione",null,"[1st edition]"]
[null,null,"Descrizione fisica",null,"1 online resource (50 p.)"]
[null,null,"Collana",null,"CCL ; ; no. 335"]
[null,null,"Disciplina",null,"658.3/125"]
[null,null,"Soggetti",null,"360-degree feedback (Rating of employees)"]
[{"$nulls":4},"Employees - Rating of"]
[null,null,"Lingua di pubblicazione",null,"Inglese"]
[null,null,"Formato",null,"Materiale a stampa"]
[null,null,null,"Livello bibliografico","Monografia"]
[null,null,null,"Note generali","Description based upon print version of record."]
[null,null,null,"Nota di bibliografia","Includes bibliographical references."]
[null,null,"Nota di contenuto",null,"\"\"Table of Contents\"\"; \"\"Foreword\"\"; \"\"Preface\"\"; \"\"Development Only\"\"; \"\"When the Purpose of Using Multi-rater Feedback Is Behavior Change\"\"; \"\"Some Faulty Assumptions That Support Using Multi-rater Feedback for Performance Appraisal\"\"; \"\"Development Plus\"\"; \"\"Maximizing the Uses of Multi-rater Feedback\"\"; \"\"Fitting Multi-rater Feedback into Organizational Strategy\"\"; \"\"On Choosing Sides: Seeing the Good in Both\"\""]
[null,null,null,"Sommario/riassunto","Along with the growing use of 360-degree feedback in organizations today, there is much disagreement over how it should be employed: strictly to help the manager develop or also to help those who work with the manager decide such issues as pay and promotion? This publication features the insights of a group of experienced professionals on both sides of the issue. To set the stage, George P. Hollenbeck, a management psychologist and adjunct faculty member at Boston University's Graduate School of Management, discusses the popularity of 360-degree feedback today."]