The analytics of critical talent management

Article Type: Abstracts From: Human Resource Management International Digest, Volume 20, Issue 2

Shen K.F. People & Strategy (USA), 2011, Vol. 34 No. 2, Start page: 50, No. of pages: 7

Argues that human-resource practitioners should be partners in workforce planning rather than order-takers and describes how they can use human-resource analytics to enable them to take on this role. Argues that there are three elements within an effective workforce-planning system – the collection and analysis of employee data to understand the make-up of the current workforce and the trends within the internal labor market; workforce forecasting; and predictive analytics. Explains what is involved in each, illustrating this with a short case study. ISSN: 0199-8986 Reference: 40AT061

Keywords: Manpower planning, Succession planning, Data analysis