Coming soon · Book Profile
Predictive Analytics in Human Resource Management: A Hands-on Approach
A hands-on, step-by-step guide showing HR managers how to model business problems and apply predictive analytics tools like artificial neural networks and K-nearest neighbour to forecast HR outcomes such as turnover and candidate selection.
A profile of this book is on the way.
What it’s about
Predictive Analytics in Human Resource Management: A Hands-on Approach demystifies HR analytics for managers, teachers, and students without requiring prior expertise in statistics or programming. Written by two analytics scholars, it presents a 'holistic approach'—a seven-step framework spanning problem identification, business modelling, tool selection, application, validation, recommendation, and future exploration—illustrated with executable R scripts on real employee data. Using accessible language, corporate examples, and worked cases from the Indian IT industry, the book demonstrates how firms can move from intuition-based decisions toward data-driven, fact-based, predictive HR management. It covers data sourcing and quantification, model building with dependent/independent variables and systems thinking, and applies ANN and KNN to predict turnover intent and screen applicants, while surveying emerging trends like people analytics, IoT, voice analytics, Big Data, and Industry 4.0 disruption of HRM.
The through-line
- Who it’s for
- An HR manager, student, or practitioner who wants to make data-driven, fact-based HR decisions and demonstrate HR's strategic contribution to business outcomes.
- The problem
- HR departments collect vast employee data but lack the skills and framework to model business problems and apply predictive analytics to forecast outcomes like turnover and hiring quality. They feel intimidated by statistics and programming, uncertain where to begin, and pressured to justify HR's value in a fiercely competitive talent market.
- The plan
- Understand business analytics and the need and role of HR analytics.
- Identify and define the HR business problem using a systems/process view.
- Model the problem by identifying variables and building a theoretical foundation.
- Select an appropriate analytical tool based on data and purpose.
- Apply the tool using hands-on R scripts on real data.
- The payoff
- The manager makes proactive, fact-based HR decisions that lower turnover and improve hiring quality. · HR demonstrates quantified contribution (hROI) to overall business strategy and outcomes. · The firm gains a sustainable competitive edge through effective talent acquisition, development, and retention.
See our guide
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Additional reading
- The Organism · Kurt Goldstein
Maslow sources the term 'self-actualization' from Goldstein and builds upon his holistic view of the organism.
- Explorations in Personality · H. A. Murray, et al.
Cited as providing an 'excellent discussion' on the basic principle of centering motivation theory on goals rather than instigation or behavior.
- Social Interest · Alfred Adler
Maslow credits Adler and his followers for stressing the importance of the 'esteem needs,' which he felt were neglected by Freudian psychoanalysts.
- Wisdom of the Body · W. B. Cannon
Provides the foundational concept of 'homeostasis,' which Maslow uses as the starting point for his discussion of physiological needs.
- Multipliers · Liz Wiseman
Explores how leaders can either amplify ('multiply') or diminish ('diminish') the intelligence and capabilities of their teams, a key concept for creating a positive, low-anxiety environment.
- The Fearless Organization · Amy Edmondson
Provides the foundational research and practical steps for creating psychological safety, which the book identifies as crucial for reducing interpersonal anxiety and encouraging people to speak up.
- Mindset · Carol Dweck
Explains the difference between a 'growth mindset' and a 'fixed mindset,' which is presented as a key tool for helping employees manage perfectionism and see failures as learning opportunities.
- Crucial Conversations · Kerry Patterson, Joseph Grenny, et al.
Recommended as a resource for employees to learn how to navigate difficult, high-stakes conversations, directly addressing the book's theme of moving from conflict avoidance to healthy debate.
- Better Allies · Karen Catlin
The author is quoted on specific, actionable steps for allyship, making her book a practical guide for implementing the principles in Chapter 7.
- Blindspot: Hidden Biases of Good People · Mahzarin R. Banaji and Anthony G. Greenwald
Explains the science of implicit bias, which is central to the book's argument that leaders need to be proactive allies because 'not being racist/sexist' isn't enough.