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Identifying Employees for Re-skilling Using an Analytics-Based Approach
9 references·1 citing·42 second hop
Identifying Employees for Re-skilling Using an Analytics-Based Approach (2015)Identifying Employees for Re-skilling Usi…Optigrow: People Analytics for Job Transfers (2015)Optigrow: People Analytics fo…Predicting employee expertise for talent management in the enterprise (2014)Predicting employee expertise…An Analytics Approach for Proactively Combating Voluntary Attrition of Employees (2012)An Analytics Approach for Pro…OnTheMark: Integrated Stochastic Resource Planning of Human Capital Supply Chains (2011)OnTheMark: Integrated Stochas…Targeted employee retention: Performance‐based and job‐related differences in reported reasons for staying (2009)Targeted employee retention: …Statistical methods for automated generation of service engagement staffing plans (2007)Statistical methods for autom…Propensity to Leave: A Preliminary Examination of March and Simon’s Model (2005)Propensity to Leave: A Prelim…A Market-Driven Approach to Retaining Talent. (2000)A Market-Driven Approach to R…Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions. (1997)Voluntary turnover and job pe…Information retrieval, fusion, completion, and clustering for employee expertise estimation (2016)Information retrieval, fusion…The nature and causes of job satisfaction (1976)Intermediate linkages in the relationship between job satisfaction and employee turnover. (1977)An evaluation of precursors of hospital employee turnover. (1978)Realism of occupational choice among high school seniors: Implications for quality of work life (1984)Interpersonal Trust, Organizational Culture, and Turnover Intention in Hotels: A Cross-Level Perspective (2014)Assessing the Effects of Workplace Contextual Factors on Turnover Intention: Evidence from U.S. Federal Employees (2024)The structure of work: Job design and roles. (1991)Turnover of information technology professionals (2004)Human Capital Investments and Employee Performance: An Analysis of IT Services Industry (2012)The relationship between intellectual capital and big data: a review (2018)Adoption and Success of e-HRM in a Cloud Computing Environment (2019)Tackling the HR digitalization challenge: key factors and barriers to HR analytics adoption (2020)A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium (2000)Who’s Next: Evaluating Attrition with Machine Learning Algorithms and Survival Analysis (2018)Blocking When Service Is Required From Several Facilities Simultaneously (1985)Loss Networks (1991)Business leadership through analytics (2012)Motivación de los empleados: un poderoso modelo nuevo (2008)PROSPECT (2010)Machine Learning that Matters (2012)Salary Prediction in the IT Job Market with Few High-Dimensional Samples: A Spanish Case Study (2018)People Analytics Enabling HR Strategic Partnership: A Review (2022)WHAT'S IN A NAME? REPUTATION BUILDING AND CORPORATE STRATEGY. (1990)Basics of qualitative research : techniques and procedures for developing grounded theory (1998)Revisiting talent management, work-life balance and retention strategies (2015)Dynamic talent management capabilities and organizational agility—A qualitative exploration (2019)The Impact of Implementing Talent Management Practices on Sustainable Organizational Performance (2020)Professional Services: Text and Cases (2002)Service operations strategy, flexibility and performance in engineering consulting firms (2003)A three-step design science approach to develop a novel human resource-planning framework in projects: the cases of construction projects in USA, Europe, and Iran (2014)Handbook of Industrial and Organizational Psychology. (1977)Attribution: Perceiving the Causes of Behavior (1987)Applied psychology : an international review (1989)PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META‐ANALYSIS (2005)The relationship of age to ten dimensions of job performance. (2008)One hundred years of employee turnover theory and research. (2017)The Globally Integrated Enterprise (2006)Modeling professional similarity by mining professional career trajectories (2014)A review of machine learning applications in human resource management (2021)Voluntary Turnover, Social Capital, and Organizational Performance (2001)Dynamic Delegation: Shared, Hierarchical, and Deindividualized Leadership in Extreme Action Teams (2006)The Oxford Handbook of Human Resource Management (2008)
this work references cited by second hop

References

  • 2000A Market-Driven Approach to Retaining Talent.434 cited
  • 1997Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions.428 cited
  • 2009Targeted employee retention: Performance‐based and job‐related differences in reported reasons for staying414 cited
  • 2007Statistical methods for automated generation of service engagement staffing plans45 cited
  • 2014Predicting employee expertise for talent management in the enterprise42 cited
  • 2015Optigrow: People Analytics for Job Transfers36 cited
  • 2012An Analytics Approach for Proactively Combating Voluntary Attrition of Employees27 cited
  • 2005Propensity to Leave: A Preliminary Examination of March and Simon’s Model20 cited
  • 2011OnTheMark: Integrated Stochastic Resource Planning of Human Capital Supply Chains19 cited

Cited by

  • 2016Information retrieval, fusion, completion, and clustering for employee expertise estimation14 cited

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