WITHDRAWN: Analyzing Human Resource Practices For Decision Making in Banking Sector using HR analytics

Nagpal, Tanya; Mishra, Mridula

doi:10.1016/j.matpr.2020.12.460

Cited by 4 publications

(3 citation statements)

References 3 publications

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“…Accurate recruitment and cost management are critical components of a long-term and effective hiring plan. [12] conducted a study on the use of HR analytics in the banking sector for decision-making purposes. The researchers collected data via questionnaires from various bank managers, focusing on several HR analytics use cases such as employment, training, employee performance, and turnover.…”

Section: Existing Human Resource Analyticsmentioning

confidence: 99%

Human Resource Analytics on Data Science Employment Based on Specialized Skill Sets with Salary Prediction

Quan,

Raheem

2023

Int. J. Data. Science.

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The research aims to perform meaningful human resource analysis on data science employment using the strong influences of specialized skills set with assisting salary prediction. With explosive big data development, a data science job shortage has occurred with high accurate recruitment demand to hire suitable professionals for specific data science roles. To achieve such outcomes, the current data science employment trends were analyzed based on a secondary dataset. Useful analytics insights for job securement and better career development were provided through the main dashboard. Besides, the significant in-demand data science skill variables were also identified for further effective model building. Particularly, certain data pre-processing techniques were performed extensively to prepare and optimize the dataset for the mentioned human resource analytics purposes. The ensemble model was selected as the most suitable salary prediction model with the lowest Average Squared Error (ASE) on validation. Despite the low prediction accuracy caused by numerous filtered skill variables, the salary prediction model’s main objective was to interpret the relationships between input variables and the target salary levels variable. Overall, the results from both the human resource analytic dashboard and salary prediction model were tally where a detailed analytic report was provided to encourage different data science roles with specific and effective career development guidance, using salary as the motivation key.

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Section: Existing Human Resource Analyticsmentioning

confidence: 99%

Human Resource Analytics on Data Science Employment Based on Specialized Skill Sets with Salary Prediction

Quan,

Raheem

2023

Int. J. Data. Science.

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“…Menurut (Mousa et al, 2021) tipe kepemimpinan merupakan ciri dari kepemimpinan di dalam perusahaan, ciri tersebut ada di dalam bagaimana dia memimpin dan mengelola suatu perusahaan atau organisasi, sehingga tercapai tujuan yang telah ditetapkan. Menurut (Nagpal & Mishra, 2021) tipe kepemimpinan menggambarkan ke arah mana pengeolaan usaha atau organisasi ini di bawa guna mencapai tujuan yang telah ditetapkan ketika mau mendirikan dan bergabung di perusahaan atau organissi tersebut, sedangkan menurut (Niswaty et al, 2021) tipe kepemimpinan merupakan suatu ciri khas yang dimiliki oleh suatu pimpinan di organisasi yang dapat mengarahkan dan membawa organisasi tergantung dari visi yang dimilikinya dan menurut (Piwowar-Sulej, 2021) tipe kepemimpinan merupakan suatu sifat dan karakter pemimpin yang membawa organisasi atau perusahaan sesuai dengan karakternya…”

Section: Tipe Kepemimpinanunclassified

Pengaruh Pelatihan Dan Pengembangan Sumber Daya Manusia, Budaya Organisasi Dan Tipe Kepemimpinan Terhadap Kompetensi SDM Pada Perusahaan Jasa Konstruksi Di Sumatera Utara

Normi

2021

JABE

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“…The benefits of hiring include streamlining the hiring process with work practices; improving hiring quality by eliminating biases at the start of the hiring process; and gathering data on hiring and recruitment that may be connected to business results like increased revenue (Kim et al , 2021). The software has made it possible for recruiters to acquire, store and analyze recruitment data by increasing their ability to find the most qualified candidates, lowering attrition rates and improving performance (Nagpal and Mishra, 2021).…”

Section: Introductionmentioning

confidence: 99%

Identifying the enablers of HR digitalization and HR analytics using ISM and MICMAC analysis

Verma

Rana

Meher

2023

IJOA

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Purpose This study aims to identify the enablers of human resource (HR) digitalization and HR analytics. This paper also aims to build a relationship map using interpretive structural modeling. Design/methodology/approach A systematic literature review is used to identify the key enablers of HR digitalization and HR analytics. Ten expert opinions have been taken from the key officials of IT firms located in New Delhi North Central Region. Findings This study is focused on the enablers of HR analytics. It is found that change management (CM) in the organization is the key enabler of implementing HR digitalization and analytics in an organization. However, other elements like learning culture, training and development, E-learning management and HR transformation (HRT) play a vital role in implementing HR analytics. It is also found that implementing artificial intelligence for HR practices is the ultimate goal for every organization. Research limitations/implications Management teams in IT firms should focus on the continuous learning process in the organization. The CM should be expedited for digitalization and adoption of HR analytics. Managers must go through the ramification of HRT, which possesses diligence in HR analytics and artificial intelligence. Originality/value This study explicitly talks about the enablers of HR digitalization and HR analytics. It also explores the relationship between the enablers. This study also describes the driving and dependence power of all the enablers.

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WITHDRAWN: Analyzing Human Resource Practices For Decision Making in Banking Sector using HR analytics

Cited by 4 publications

References 3 publications

Human Resource Analytics on Data Science Employment Based on Specialized Skill Sets with Salary Prediction

Human Resource Analytics on Data Science Employment Based on Specialized Skill Sets with Salary Prediction

Pengaruh Pelatihan Dan Pengembangan Sumber Daya Manusia, Budaya Organisasi Dan Tipe Kepemimpinan Terhadap Kompetensi SDM Pada Perusahaan Jasa Konstruksi Di Sumatera Utara

Identifying the enablers of HR digitalization and HR analytics using ISM and MICMAC analysis

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