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Competing on talent analytics.
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Competing on talent analytics. (2010)Competing on talent analytics.Human resources analytics: A systematization of research topics and directions for future research (2021)Human resources analytics: A …Employees recruitment: A prescriptive analytics approach via machine learning and mathematical programming (2020)Employees recruitment: A pres…Big Data and Human Resources Management: The Rise of Talent Analytics (2019)Big Data and Human Resources …An ROI-based review of HR analytics: practical implementation tools (2019)An ROI-based review of HR ana…Talent management and employee engagement – a meta-analysis of their impact on talent retention (2018)Talent management and employe…On the shoulders of giants: a meta-review of strategic human resource management (2017)On the shoulders of giants: a…Building credible human capital analytics for organizational competitive advantage (2017)Building credible human capit…Big data integration with business processes: a literature review (2017)Big data integration with bus…#Trending topics in careers: a review and future research agenda (2017)#Trending topics in careers: …Managing service employees: literature review, expert opinions, and research directions (2016)Managing service employees: l…Predicting Customer Value Using Clumpiness: From RFM to RFMC (2014)Predicting Customer Value Usi…The Employment Environment (2013)The Employment EnvironmentStar Performers in Twenty‐First Century Organizations (2013)Star Performers in Twenty‐Fir…Seven myths of global talent management (2013)Seven myths of global talent …Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities (2013)Integrating global mobility a…Causes and consequences of collective turnover: A meta-analytic review. (2013)Causes and consequences of co…Exploration and Exploitation in Organizational Learning (1991)The Theory of the Growth of the Firm (1995)Dynamic capabilities and strategic management (1997)Incorporating the macro view in global talent management (2015)Elevating talents' experience through innovative artificial intelligence-mediated knowledge sharing: Evidence from an IT-multinational enterprise (2021)Inclusive talent development as a key talent management approach: A systematic literature review (2022)The Strength of Weak Ties (1973)Dynamic capabilities: what are they? (2000)Introduction to Meta‐Analysis (2009)Making a Difference in the Teamwork: Linking Team Prosocial Motivation to Team Processes and Effectiveness (2014)Third Party Employment Branding: Human Capital Inflows and Outflows Following “Best Places to Work” Certifications (2015)Conservation of resources: A new attempt at conceptualizing stress. (1989)Firm Resources and Sustained Competitive Advantage (1991)Firm resources and sustained competitive advantage (2004)Victimization of high performers: The roles of envy and work group identification. (2014)The search for global competence: From international HR to talent management (2015)Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis (2015)Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System (2004)Patterns of mean-level change in personality traits across the life course: A meta-analysis of longitudinal studies. (2006)Job demands–resources theory: Taking stock and looking forward. (2016)The winner takes it all, the loser has to fall: Provoking the agency perspective in employability research (2018)Investigating the relationship between career planning, proactivity and employability perceptions among higher education students in uncertain labour market conditions (2020)Mapping graduate employability and career development in higher education research: a citation network analysis (2020)Building Theories from Case Study Research (1989)Phenomenological research methods (1994)Research Design: Qualitative and Quantitative Approaches (1996)The questions we ask: Opportunities and challenges for using big data analytics to strategically manage human capital resources (2019)Tackling the HR digitalization challenge: key factors and barriers to HR analytics adoption (2020)Leading through paradox in a COVID‐19 world: Human resources comes of age (2021)A resource‐based view of the firm (1984)Human resource management research and practice in Asia: Past, present and future (2020)Navigating the shifting landscapes of HRM (2021)Transformational Leadership, HRM practices and burnout during the COVID-19 pandemic: The role of personal stress, anxiety, and workplace loneliness (2022)PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. (1990)Ethical leadership: A social learning perspective for construct development and testing (2005)Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate. (2005)Talent Management and Employee Retention: An Integrative Research Framework (2018)Integrating artificial intelligence into a talent management model to increase the work engagement and performance of enterprises (2022)Exploring the relationship between employer branding and talent retention: the mediation effect of employee engagement (2023)On Simpson's Paradox and the Sure-Thing Principle (1972)Data mining to improve personnel selection and enhance human capital: A case study in high-technology industry (2006)Employee retention and turnover: Using motivational variables as a panacea (2009)Maneuvering through the stormy seas of digital transformation: the impact of empowering leadership on the AI readiness of enterprises (2021)Human-AI Ensembles: When Can They Work? (2023)Producing a systematic review. (2009)The SAGE handbook of organizational research methods (2009)Critical analysis of Big Data challenges and analytical methods (2016)How Artificial Intelligence affords digital innovation: A cross-case analysis of Scandinavian companies (2021)The dark sides of people analytics: reviewing the perils for organisations and employees (2021)Personalized human resource management via HR analytics and artificial intelligence: Theory and implications (2023)From Big Data to Deep Data to Support People Analytics for Employee Attrition Prediction (2021)From traditional to smart human resources management (2022)Human Resources Analytics for Public Personnel Management: Concepts, Cases, and Caveats (2023)
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Predicting Customer Value Using Clumpiness: From RFM to RFMC
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