Be careful! These books can change your career: People Analytics reading list
Be careful! These books can change your career:
People Analytics reading list
Let’s face it. There are too many professional books one can read in a life span. This list of People Analytics books is not exceptional. I won’t be able to complete reading all of it, though I do have these books on my Kindle, ready for browsing. I find here inspiration, blended with practical guidance, validation for my own practices, mixed with new ideas and innovative tools, but most of all, an open door to a professional community, which I’m happy and honored to be a part of it. So here is my People Analytics reading list on Kindle, ordered chronologically, from newest to oldest. Click titles for Kindle versions (Work in progress. Last update: July 15th 2018).
Deborah Waddill (2018). “In times when innovative technologies, such as Watson, AI, predictive modeling, and real-time analytics are being implemented by HR leaders, this book offers the practical insights, real-world case studies, tips and tools, recommendations, and additional resources, to guide HR practitioners through each of the major technologies and to address vital strategic and implementation issues, that eventually enhance, enable, revitalize, and empower Human Resources”.
Adaptive Space: How GM and Other Companies are Positively Disrupting Themselves and Transforming into Agile Organizations
Michael Arena (2018). “In this book, Michael Arena, the organizational networks expert who helped enable GM’s legendary turnaround, explains how to transform a company through the concept of adaptive space: enabling creativity, innovation, and novel ideas to flow freely among teams, across departments, and throughout the company. Using GM case study and other highly adaptive organizations, Arena provides a model to follow.”
Bernard Marr (2018). “A practical guide which enables HR professionals to leverage the value of the vast amount of data available at their fingertips. Covering how to identify the most useful sources of data, collect information in a transparent way that is in line with data protection requirements and turn this data into tangible insights.”
Ross Sparkman (2018). “A playbook for workforce planning from beginning to end. It enables HR professionals to answer core business questions including: how do I analyze future hiring demand? How do I assess what skills will be required in the future? How should I prioritize investments like training and development? How do I assess the supply of talent around the world? How do I identify the business drivers that impact workforce demand? It also covers the impact of artificial intelligence (AI), automation and machine learning on the global workforce and how to deal with these implications.”
The Power of People: How Successful Organizations Use Workforce Analytics to Improve Business Performance
Nigel Guenole, Jonathan Ferrar and Sheri Feinzig (2017). “Drawing on incisive case studies and vignettes, three experts help you bring purpose and clarity to any workforce analytics project, with robust research design and analysis to get reliable insights. They reveal where to start, where to find stakeholder support, and how to earn “quick wins” to build upon.”
The Data Driven Leader: A Powerful Approach to Delivering Measurable Business Impact through People Analytics
Jenny Dearborn and David Swanson (2017). “How to transform the HR function and overall organizational effectiveness by using data to make decisions grounded in facts vs. opinions, identify root causes behind your company’s thorniest problems and move toward a winning, future-focused business strategy. Realistic and actionable, this book tells the story of a successful sales executive who, after leading an analytics-driven turnaround (in Data Driven, this book’s predecessor), faces a new turnaround challenge as chief human resources officer.”
Thomas Davenport and Jeanne Harris (2017). “The road map for becoming an analytical competitor, this book shows how to create new strategies for organizations based on sophisticated analytics, introduces a five-stage model of analytical competition, and describes typical behaviors, capabilities, and challenges of each stage. It equally emphasizes human and technological resources, and contains examples from different industries and business functions”.
Tomas Chamorro-Premuzic (2017). “Bridging the gap between the psychological science of talent and common real-world talent practices, this book aims to educate HR practitioners and leaders on how to measure, predict and manage talent. It provides data-driven solution to the common problems around employee selection, development and engagement; how to define and evaluate talent; how to detect and inhibit toxic employee behaviors; and how to identify and harness leadership potential.”
People Analytics in the Era of Big Data: Changing the Way You Attract, Acquire, Develop, and Retain Talent
Jean Paul Isson and Jesse S. Harriott (2016). “This book presents a practical framework for real-world talent analytics, backed by groundbreaking examples of workforce analytics in action across the U.S., Canada, Europe, Asia, and Australia: Leverage predictive analytics throughout the hiring process, Utilize analytics techniques for more effective workforce management, Learn how people analytics benefits organizations of all sizes in various industries, Integrate analytics into HR practices seamlessly and thoroughly.”
Martin Edwards and Kirsten Edwards (2016). “Where other functions of an organization deal in profits, sales growth, forecasts and strategic planning, the HR function is responsible for employee well-being, engagement and motivation. Such concerns do not immediately conjure up images of analytical know-how, despite the fact that in reality the management of such things often requires a lot of measurement and technical skill. The book provides a clear, accessible framework with which to understand and work with HR analytics at an advanced level.”
John R. Mattox II, Mark Van Buren and Jean Martin (2016). “The book provides a framework for understanding how to work with learning analytics at an advanced level. It focuses on the questions that training evaluation is intended to answer: is training effective and how can it be improved? It discusses the field of learning analytics, outlines how and why analytics can be useful, offers examples of approaches to answering these questions and looks at the valuable role that technology has to play.”
Ramesh Soundararajan and Kuldeep Singh (2016). “HR analytics is pivotal in identifying, measuring and articulating the objectives and outcomes of different programs. Consider predicting which high performers were at risk of leaving six months before they walked out the door, or triage incoming resumes overnight to predict employee success and tenure before you hire. It is possible with sophisticated technology and analytics, as demonstrated by companies such as Google, Walmart, and American Express.”
Alec Levenson (2015). “Business people who devise the strategies and the human resources people who get employees to implement them use completely different analytics. Business analytics can determine if operational priorities aren’t being achieved but can’t explain why. HR analytics reveal potentially helpful policy and process improvements but can’t identify which would have the greatest strategic impact. This book shows how to use an integrated approach to bring these two pieces together.”
Laszlo Bock (2015). “A compelling manifesto with the potential to change how we work and live, Laszlo Bock, Ex. Google’s senior Vice President of People Operations offers both a philosophy of the new world of work and a blueprint for attracting the most spectacular talent and ensuring the brightest and best prosper.”
Jack Phillips and Patricia Pulliam Phillips (2015). “The tools and techniques you need to use analytics to show top decision makers the value of HR in your organization. Focusing on three types of analytics, descriptive, predictive, and prescriptive, the book shows how you can apply analytics by: Developing relationships between variables, Predicting the success of HR programs, Determining the cost of intangibles that are otherwise difficult to value, Showing the business value of particular HR programs, Calculating and forecasting the ROI of various HR projects and programs.”
Jac Fitz-enz and John Mattox (2014). “The book explains the basics of every business: the vision, the brand, and the culture, and shows how predictive analytics supports them. The authors put the focus on the fundamentals of predictability and include a framework of logical questions to help set up an analytic program or project, then follow up by offering a clear explanation of statistical applications.”
David Lahey (2014). “A practical guide for using analytics to finding the perfect member for a team and avoiding bad culture fits, mismatched skillsets, entitled workers, and other hiring missteps that drain the team of productivity and morale. The book provides guidance toward implementing tools to build best teams and achieve best outcomes.”
Foster Provost and Tom Fawcett (2013). “Fundamental principles of data science necessary for extracting business value from the data you collect. The book helps to understand data-mining techniques in use today, provides examples of real-world business problems to illustrate these principles, helps to improve communication between business stakeholders and data scientists, and reveals how to think data-analytically.”
People Analytics: How Social Sensing Technology Will Transform Business and What It Tells Us about the Future of Work
Ben Waber (2013). “Sensors and analytics can give you an unprecedented understanding of how your people work and collaborate, and actionable insights for building a more effective, productive, and positive organization. The book covers cutting-edge case studies, e.g., changing the way call center employees spent their breaks to increase performance by 25% while significantly reducing stress, tweaking the balance of in-person and electronic communication to enhance the value of both, and many more.”
About the author:
Littal Shemer Haim brings Data Science into HR activities, to guide organizations to base decision-making about people on data. Her vast experience in applied research, keen usage of statistical modeling, constant exposure to new technologies, and genuine interest in people lives, all led her to focus nowadays on HR Data Strategy, People Analytics, and Organizational Research.