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Retour à analyse des personnes

Avis et commentaires pour d'étudiants pour analyse des personnes par Université de Pennsylvanie

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5,629 évaluations

À propos du cours

People analytics is a data-driven approach to managing people at work. For the first time in history, business leaders can make decisions about their people based on deep analysis of data rather than the traditional methods of personal relationships, decision making based on experience, and risk avoidance. In this brand new course, three of Wharton’s top professors, all pioneers in the field of people analytics, will explore the state-of-the-art techniques used to recruit and retain great people, and demonstrate how these techniques are used at cutting-edge companies. They’ll explain how data and sophisticated analysis is brought to bear on people-related issues, such as recruiting, performance evaluation, leadership, hiring and promotion, job design, compensation, and collaboration. This course is an introduction to the theory of people analytics, and is not intended to prepare learners to perform complex talent management data analysis. By the end of this course, you’ll understand how and when hard data is used to make soft-skill decisions about hiring and talent development, so that you can position yourself as a strategic partner in your company’s talent management decisions. This course is intended to introduced you to Organizations flourish when the people who work in them flourish. Analytics can help make both happen. This course in People Analytics is designed to help you flourish in your career, too....

Meilleurs avis

AA

21 déc. 2018

Thank you so much for this very helpful module! I hope you continue to inspire HR professionals around the world to use HR Analytics as an important means to drive organizational-related decisions.

AK

4 oct. 2020

detailed, yet high level enough to bring any specialist into the subject. provides useful information that is beyond people analytics. very recommended or any level/specification HR professional.

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