Application and Impact of HR Analytics on Talent Management, Branding and Challenges | Chapter 2 | Business, Management and Economics: Research Progress Vol. 2

 

Background and Purpose: HR departments play an important role in aligning the performance of each employee with the goals and objectives of the organization. Making wiser decisions about employees to improve performance at the individual and/or organizational levels is the process of HR analytics. HR analytics is a method for determining the correlation between HR practices and organizational performance outcomes such as sales volume or customer satisfaction. Human Resource Analytics was established in 1978 by Jac Fitz-Enz, the pioneer of human capital strategic analysis and performance benchmarking. In this paper, the researcher discusses the concept of HR analytics, its application, its impact on talent management, branding, and challenges in its application.

 

Methodology: The researcher examines secondary data and conducts a thorough literature review to understand the concept and its application across industries and nations, as well as to identify any challenges encountered during deployment and any benefits perceived by various industry professionals.

 

Findings: The findings of the study indicate that the use of HR analytics may be of assistance to businesses in the process of creating their brand and acquiring a competitive edge in the present business environment, which is defined by strong competition. Furthermore, it has the potential to enhance the productivity of the workforce as well as the output of the personnel.

 

Conclusion: By enhancing HR rules and processes, HR analytics may undoubtedly increase the department's reputation. To effectively cooperate on HR analytics initiatives, HR professionals are gaining new skills and competencies. HR professionals must become proficient at demonstrating the effects of HR strategies on business outcomes. Conducting exploratory research on the problems and obstacles to HR analytics adoption in enterprises can be part of the future scope.

 

Author(s) Details

Sriram Prabhakar
International School of Management Excellence (ISME), Bangalore, A Recognized Research Centre of University of Mysore, Mysore, India.

S Jayaprakash
International School of Management Excellence (ISME), Bangalore, A Recognized Research Centre of University of Mysore, Mysore, India.

 

 

Please see the book here:- https://doi.org/10.9734/bpi/bmerp/v2/1396

 

Talent Management Practices and Intellectual Capital: Enhancing Innovativeness in the KwaZulu-Natal Automotive Sector | Chapter 9 | Contemporary Issues of Business and Management: The Proceedings of the 10th International Conference on Business and Management Dynamics (ICBMD), Edition 1

 The study examined the complex interactions between talent management practices, intellectual capital, and innovation in the South African automotive industry. The study aimed to understand the variables that affect talent management strategies and intellectual capital, and how those variables influenced innovation. The main objective was to offer insights that might boost competitive advantage, encourage growth, and support the region's automakers' recuperation and long-term viability thereby providing guidance for management to consider the changing technological environment and industry dynamics. In-depth interviews were used to record participants’ viewpoints and experiences. The academic significance of this study will expand understanding the link and relation of how the practices in talent management influence intellectual capital and how the dimensions of human capital influence innovation. This research maps out which approaches are valuable for organisations within the automotive industry using learnings from Company X as a case study. In doing so, the study will furnish ways in which best-practices in the talent management process can be designed effectively and which methods of intellectual capital can foster an innovative organisational culture. The research design, participant selection, data collection procedures, and analytic techniques such as constant comparison and thematic analysis constituted the study’s methodology. The qualitative case study approach offered a comprehensive and nuanced understanding of the subject matter, while also acknowledging its inherent limits. The results highlighted the importance of talent management in fostering an atmosphere that encourages original thought and value to existing research. The study recommends organisations critically assess their current strategies, focus on areas in need of development, and leverage the company’s existing competencies. Relevant recommendations were presented regarding talent management, intellectual capital, and innovation considering the context of the KwaZulu-Natal's automotive industry as the region’s and industry’s diverse past and approaches, influence talent management practices.

The conversation on organisational practices is enriched by the areas that have been highlighted for improvement, as well as by the emphasis placed on the value of creative cultures and people management techniques. The study highlights the need for a more thorough investigation of talent management dynamics within the broader framework of the automotive industry. This study also shows that human, structural, and relational factors all play important roles and have a tremendous impact that intellectual capital has on value creation and performance. With Company X’s highly qualified workforce and culture of ongoing improvement, Company X serves as an example of how good people management promotes innovation. This study establishes the groundwork for further research, encouraging ongoing innovation and enhancement of organisational procedures.

 

Author (s) Details

Nosihle Dlamini
University of KwaZulu-Natal, Durban, South Africa.

Anisha Ramsaroop
University of KwaZulu-Natal, Durban, South Africa.

 

Please see the book here:- https://doi.org/10.9734/bpi/mono/978-93-49238-29-9/CH9

Long-Term Talent Development in Motorsports |Chapter 8 | Insights into Economics and Management Vol. 5

To produce more motorcycle racers, Spain, Italy, and Japan consider it important. Racers' contributions to the production of bikes are substantial. In exchange, this benefits the economy by providing work prospects for young people. Identification of talent starts with the identification of potential racers to the highest level, which is MotoGP, at the pocket bike level. As both a student and a racer, this paper explores the dualist nature of young talents. The goal of the study is to identify the main elements in this field that influence their career growth. The research used a qualitative approach and interviewed two racers (13-19 years old) who took part in the Malaysian Super Series and Cub Prix and two owners of the racing team. The knowledge was obtained over a span of three months. In order to recognise major trends in the nurture of motorsport talents, the knowledge was analysed. The findings revealed the main aspects of motorsports talent growth. In the identification and development of talent and in the potential career of youth talent as professional racers, attributes and enthusiasm are necessary. Their engagement in the long-term production of motorsport talent can be affected by collaborations with educational institutions (in terms of information sharing through research activities). There is a growing need for academic support to ensure the successful long-term development of youth racers from the first instance of identification to the professional level. In addition, variables such as preparation, diet, time management, and discipline are also major determinants of the success of a youth racer. Most interviewees acknowledged that racers faced career difficulties as they received insufficient and inappropriate advice to become a professional racer in the final stage of the socialisation process and specialisation. The opportunities in motor sports are big, and they need to be based on too much attention. Some concerns involve the ministry and independent organisations to take action, which will impact policy making and activities within the track.

Author (s) Details

A. R. Syarizal
Universiti Malaysia Kelantan, Kota Bharu, Malaysia.

A. W. Norailis
Universiti Sains Islam, Malaysia.

M. N. Mohd. Firdaus
Universiti Malaysia Kelantan, Kota Bharu, Malaysia.

A. Z. Mohd. Khir
Universiti Malaysia Kelantan, Kota Bharu, Malaysia.

A. H. Mohd. Hafzal
Universiti Malaysia Kelantan, Kota Bharu, Malaysia.

View Book :- https://bp.bookpi.org/index.php/bpi/catalog/book/377