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数据驱动型领导
书籍

数据驱动型领导

高效的商业影响力测量方法

Wiley, 2017 plus...

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关键特征

  • 结构清晰
  • 实例
  • 引人入胜

导读荐语

思爱普企业(SAP)的首席学习官、高级副总裁珍妮·迪尔伯恩(Jenny Dearborn)和思爱普企业“成功因素”项目的人力资源执行副总裁戴维·斯文森(DavidSwanso),续写了迪尔伯恩(Dearborn)的《数据驱动》。在这本书中,作者对人力资源问题做了数据分析。他们用虚构的人物“安娜”作为例子:安娜是企业里的首席人力资源官。她从人力资源的角度出发,运用数据分析和设计思维框架,发现、解决企业的难题。她时常遇到挑战,也不吝同他人分享其论点和论据。

浓缩书

从行政到战略

2012年,《哈佛商业评论》(“Harvard Business Review”)将数据分析称为“管理革命”。无论公众把它称为大数据、数据分析、数据科学,抑或商业分析,它都基于 “原始数据——可用数据”这个流程。企业最终会依据可用数据来制定方案。

数据分析让人力资源部门有更多机会为企业增收,人力资源部门从内务部门转型成了创收部门。同样地,企业也鼓励人力资源部门的领导跨领域创收,首席执行官(CEO)现在倾向于跨领域选拔人力资源总监(CHRO)和人力资源高管。

顶尖的人力资源师乔西·博尔鑫(JoshBersin)认为,数据分析为传统人力资源部门转型成盈利性人力资源部门提供了机会。随着人力资源部门的角色转变,人力资源部门能用数据分析发现、解决问题。

关键绩效指标(KPI)

关于作者

珍妮·迪尔伯恩(Jenny Dearborn),思爱普企业(SAP)的首席学习官、高级副总裁,著有《数据驱动:性能分析如何带来非凡的销售业绩》(Data Driven: How Performance Analytics Delivers Extraordinary Sales Results)。戴维·斯文森(DavidSwanso),是思爱普企业(SAP)“成功因素(Success Factors)”项目的人力资源执行副总裁,他论述了数据分析给企业带来的影响。


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