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This book examines how companies can use HR technology to extract value and potentially gain competitive advantage in a global marketplace. When HR technology was originally introduced, it was fairly easy for companies to see how using this technology could help them perform better than other companies. However, now that HR technology is so widespread, this distinctive value proposition is less clear. The goal of this book is to help HR managers and decision makers recognize where there is opportunity to capture value from HR technology, learn how to demonstrate that value, and navigate the many strategic decisions that must be made when choosing to implement an HR technology. We address topics such as how HR technology may deliver strategic value; whether to outsource HR processes, HR technology, and implementation project management; training and change management; how to measure value through conducting ROI analyses and using HR analytics; and, finally, how to evaluate and manage future HR technology innovations. We recognize that the landscape of HR technology solutions is constantly changing, and we had that in mind as we wrote this book. We do not focus on detailed technical reviews of specific HR software functionality or specific products or vendors. Instead, our approach is to introduce theoretical frameworks from various fields of management science to serve as a guide for decision making about HR technology. These theoretical approaches provide a scientific basis and structure to analyzing business challenges and increase the likelihood of making better decisions compared with using intuition or relying on vendor best practices. The theories and frameworks used in this book come from many different disciplines, including strategic management, economics, accounting, finance, organizational behavior, and information systems. This breadth helps managers understand the many different ways in which HR technology decisions can increase value by taking a strategic perspective.

Personnel management --- Data processing. --- e-HRM --- HR analytics --- HRIS --- HR innovation --- HR technology --- strategic HRM

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At first sight, EVS Broadcast Equipment was just facing a high staff turnover and a low employee engagement rate. However, analyses showed the company was going through a deep HR issue which was related to HR metrics and talent management. It was decided to implement hard HR metrics and HR tools in order to better sustain EVS' HR strategy. Simultaneously, it was decided to implement talent management as the HR department is focused on their employee engagement and all topics related. This thesis explores the different tools and processes that were put in place in the company.

Talent Management --- Succession planning --- HR metrics --- HR analytics --- HR strategy --- Implementation --- HR tools --- Employee turnover --- Employee engagement --- Sciences économiques & de gestion > Gestion des ressources humaines

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Talent management is a linchpin of organisational triumph in our dynamic and swiftly evolving business world. As a key decision-maker, your capacity to craft astute talent decisions holds the potential to transcend your company from mere mediocrity to unparalleled excellence. However, brace yourself for a revelation: Many of your long-held convictions about talent may be profoundly flawed. What if we shared a secret that could revolutionise your perspective? What if the gateway to unleashing your team’s boundless talents resides within your thoughts and judgments? Imagine the possibilities if you could harness exponential outcomes by elevating the calibre of your decision-making. In ReThinking Talent Decisions, Sharna Wiblen, PhD, presents an uncomfortable truth: Talent decisions are always subjective. Drawing on examples from business, sports, movies and everyday interactions, Sharna emphasises the importance of understanding complexity and encourages deliberate, intentional, and informed decisions and conversations around talent. This indispensable guide will give you insight into: The Power of Personal Judgment: Learn how your own perspectives shape the today and the future of work. The Complexity of Talent Decisions: Recognise the critical need for key decision-makers to collectively define talent in your unique context. The Human Element: Understand how harnessing your mind can propel you, your team, and your organisation to new heights. Perceptions and Values: Learn how aligning perceptions and values can revolutionise your approach. A New Paradigm: Realise that talent management is a judgment-oriented endeavour. Navigating the Intersection of Talent and Technology: Delve into the world of technology systems and understand how they bolster and shape talent decisions in today’s digital age. ReThinking Talent Decisions is your secret weapon for achieving unparalleled success in the ever-competitive corporate arena. Whether you’re a seasoned executive or a rising star, the wisdom within these pages will empower you to master the art and science of talent decisions.

Personnel management. --- HR technology. --- Talent management. --- digitalization. --- information technology. --- strategy.

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Doelstelling: Deze scriptie maakt deel uit van het project De Witte & Morel - VETO. Het bedrijf De Witte & Morel stelde een lijst samen met termen die vaak gebruikt worden binnen de Human Resources. Mijn scriptie biedt een kritische studie van de termen met beginletter T tot en met Z en hun vertaling(en) in het Engels. De resultaten zijn ingevoerd in GenTerm. Middelen of methode: Gebruik makend van het terminografische fiche van GenTerm werden dertien Nederlandse termen naar het Engels vertaald. Het GenTerm fiche bestaat uit een vertaalblad, en taal-, definitie- en contextenbladen voor de verschillende termen in de behandelde talen. Op het vertaalblad zijn, naast een begripsomschrijving en nog andere informatie, de Engelse referentieterm, eventuele synoniemen en equivalenten in de twee talen te vinden. Elke term van het vertaalblad krijgt een taal-, definitie- en contextenblad. Het definitieblad geeft voor elke term een citaatdefinitie en/of commentaar. Op het taalblad staan taalkundige gegevens, en tevens een betrouwbaarheidscode voor de term. Het contextenblad geeft maximum drie contexten, en verwijst ook naar overige bronnen waarin de term voorkwam. Resultaten: De inleiding en de terminologische fiches vormen samen het eerste deel van de scriptie. In the tweede deel wordt de inhoud van de fiches besproken. Het geeft de lezer een idee van hoe het onderzoek is verlopen. Het tweede deel bevat tevens de bibliografie.

De Witte & Morel. --- Engels. --- HR. --- HRM. --- Human Resources. --- Management. --- Nederlands. --- Personeelsmanagement. --- Terminografisch onderzoek - GenTerm.

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This book sets out new approaches, formulas, and software needed to enable any HR function or organization to forecast trends and to use existing retrospective data to their organization's advantage; which, in short, is to maximize efficiency and productivity. You will encounter the new formulas to use and new approaches that will add value. You will find out that most of the existing 52 formulas available don't work in today's environment. There is new software that will enable you to do forecasts with certainty and you can use a new mathematical model to rightsize any organization. Are you using an outdated organizational model? Do you have processes that don't work any more? These are areas which are major inhibitors to productivity and can be significantly improved. Most important of all is that this book will help you to create immense added value in any organization.

Manpower planning. --- Efficiency --- forecasting --- HR Analytics --- manpower --- organizational design --- productivity --- profitability --- rightsizing --- value added --- workforce planning