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Predictive HR Analytics
This is the essential guide for HR practitioners who want to gain the statistical and analytical knowledge to fully harness the potential of HR metrics and organizational people-related data. The ability to use and analyse data has become an invaluable skill for HR professionals to not only identify trends and patterns, but also make well-informed business decisions. The third edition of Predictive HR Analytics provides a clear, accessible framework for understanding people data, working with people analytics and advanced statistical techniques. Readers will be taken step-by-step through worked examples, showing them how to carry out analyses and interpret HR data in areas such as employee engagement, performance and turnover. Learn how to make effective business decision with this updated edition that includes the latest materials on biased algorithms and data protection, supported by online resources consisting of R and Excel data sets.
Using R in HR Analytics
Understand how to use R and R Studio to analyse HR data and deliver insights that drive workforce and business performance.
Using R in HR Analytics
Confidently analyse your organization's HR data using R and R Studio to gain insights that improve people strategy and business decision-making. Effective use of HR data has the power to transform a business. However, this is only possible if HR practitioners have the knowledge, skills and confidence to analyse the data and to draw evidence-based insights from it. This book is the practical guide that HR professionals need. Through worked examples, this book shows readers how to carry out and interpret analyses of HR data in areas such as recruitment, performance, employee engagement and diversity. People professionals are then shown how to use the results to develop robust people strategies...
Contemporary Trends in Conflict and Communication
Contemporary Trends in Conflict and Communication: Technology and Social Media examines the myriad ways conflict communication occurs in mediated spaces, whether through social media platforms such as Twitter, Facebook, and Instagram, on private social enterprise spaces, or through formal online dispute resolution (ODR) technologies. We were experiencing the increase of conflict communication in hybrid spaces prior to the COVID-19 pandemic, yet the global lockdown that shifted everyone to remote teaching, learning, and working heightened our attention to the impact of technology and social media on conflict dynamics. While social media is often implicated in the spread of alternative facts, ...
Negotiation in All Its Phases
Negotiation consists of a sequence of activities that occur before, during, and after the bargaining process of exchanging offers and counteroffers (Geertz, 1978; Williams, 1985; Zartman & Berman, 1983). It is a central process in many social contexts, especially those that involve exchange of goods or resources or redefining patterns of interdependence, such as when making sales, or business acquisitions. Because of its importance in social life, expert practitioners and social scientists have been attempting to investigate and understand this process for a very long time. The resulting prescriptive theories of negotiation serve to guide the thoughts and actions of negotiators who follow th...
More Than a Phase
Organizational scholars have systematically studied the negotiation process to guide the development of general descriptive and prescriptive theory. We examine whether these theories sufficiently address the entire process, comprising the planning, bargaining, and implementation phases. We do so by looking for patterns of measurement in many published quantitative studies. We find that the field converged upon measuring and modeling the bargaining phase using experimental methods, to the relative exclusion of other phases and methods. Theories generated by experts of specific contexts elaborate more on planning and implementation phases. To facilitate developing a truly general behavioral theory of negotiation, we identify necessary extensions and complications to organizational theories. This includes more expansive conceptualizations of key concepts such as best alternatives, the counterpart, and the value of negotiated agreement. To facilitate empirical research on the planning and implementation phases, we provide recommendations inspired by analogous work in other branches of social science.
Promoting Teamwork in Healthcare
Providing healthcare is a team endeavor. Teams play an important role along the full chain of patient care, ranging from ad-hoc emergency and anesthesia teams delivering immediate care to tumor boards conferring on long-term cancer treatment. Thereby, quality of patient care hinges on the successful intra- and interprofessional collaboration among healthcare professionals, and sensitive partnering with patients and their families. In particular, communication and coordination in healthcare teams have been found essential for team performance and patient safety. Yet, effective teamwork is challenging, especially in large hospitals where turnover rates are high, and for interdisciplinary and interprofessional ad-hoc teams lacking the experience of constantly working together as a team (e.g., ICU, emergency teams, obstetrics, or anesthesia). Moreover, healthcare teams deal with complex tasks, have to make risky and fast decisions under uncertainty, and to adapt quickly to changing conditions. Fostering research on how to promote effective teamwork in healthcare may thus make an important contribution to a better quality of patient care.
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