Management and Policy Making
Mojgan Roshannejad
Abstract
As a result of the growth and development of communication and information technologies, as well as the increasing use of smart tools connected to the Internet, a huge amount of digital data is produced every moment. Human resource (HR) analytics is necessary for the intelligent use of this data to improve ...
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As a result of the growth and development of communication and information technologies, as well as the increasing use of smart tools connected to the Internet, a huge amount of digital data is produced every moment. Human resource (HR) analytics is necessary for the intelligent use of this data to improve Human Resource Management (HRM) decisions. HR analytics has descriptive, diagnostic, and predictive types introduced as analytics maturity models. Considering the HR analytics maturity model and the five functions of Human Resource Management, this article uses the systematic implication research method to review and criticize the book “Data-Driven HR: How to Use Analytics and Metrics to Drive Performance” by Bernard Marr. This book is translated into Persian by Pirannejad and Faraji Jobedar. The implications show that the book can be improved by enriching the scientific theoretical foundations of HRM topics. In addition, this could be improved through closer attention to the levels of HR analytics.
