Strategic Human Resource Analytics and Intelligent Data-Driven Systems
Description
This book delves into the under-researched intersection of strategic human resource analytics and intelligent data-driven systems. As organizations increasingly turn to artificial intelligence and machine learning to enhance HR functions, chapters within this book critically investigate how these technologies are reshaping strategic decision-making, skill development, and organizational agility.
Drawing on empirical evidence and real-world case studies, the book equips scholars, practitioners, and policymakers with cutting-edge insights and strategic tools to navigate the evolving landscape of human resource management. It explores the transformative potential of intelligent systems in recruitment, training, performance evaluation, compensation, retention, and employee well-being while also considering the accompanying ethical dilemmas, privacy concerns, and cybersecurity risks.
By addressing the ongoing debates and controversies surrounding people analytics, this book offers a timely contribution to the discourse on human-algorithmic collaboration in the workplace. It is an essential resource for those seeking way in which to best use the power of data-driven HR strategies in this era of rapid technological change.
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Persons
Mufaro Dzingirai (Ph.D) is a Senior Lecturer at Harold Pupkewitz Graduate School of Business, Namibia University of Science and Technology, Namibia and a Research Fellow at INTI International University, Malaysia, as well as a Consultant at the Econowrite Institute for Policy Innovation & Development (EIPID), Australia. He specializes in Strategic Management, Entrepreneurship, Digital Transformation, Sustainable Development, Supply Chain Management, and Business Environment. Interestingly, he received many professional awards like the Best Paper Presentation Award in 2022 and the MSU Book Prize in 2013. His scholarly output includes the publication of numerous Scopus-Indexed books with Springer Nature, Taylor and Francis, IGI Global, and Nova Science Publishers. In terms of articles, he publishes in Scopus-Indexed journals.
Sulaiman Olusegun Atiku is a Professor of Human Resources and Director of Research at Harold Pupkewitz Graduate School of Business (HP-GSB), Namibia University of Science and Technology, Namibia. He is a pragmatic researcher specializing in Strategic Human Resource Management. His current research area of interest includes Human Capital Formation for Industry 5.0, and People Management Practices for Promoting Sustainability. He has over 16 years' experience in Higher Education. A native of Lagos, Sulaiman graduated from the University of KwaZulu-Natal with a PhD degree in Human Resource Management. His Master of Science degree was awarded in Human Resources and Industrial Relations at Lagos State University, Nigeria. His Bachelor of Science (Honours) degree was also awarded at Lagos State University in the field of Industrial Relations and Personnel Management. He has lectured several courses in his field home/abroad and published many scholarly articles in international journals. He is a member of International Labour and Employment Relations Association (ILERA), Nigerian Institute of Management (NIM), and Institute of People Management (IPM) South Africa.
Content
Chapter 1: Strategic Human Resource Analytics and Intelligent Data-Driven Systems: An Introduction.- 2. The Role of Strategic Human Resources Analytics in Promoting Organizational Performance: A Case Study of State Universities in Zimbabwe.- 3. The Influence of AI Threats on Employee Behavior and Turnover Intentions.- 4. Enhancing Employee Data Management in Uganda's Private Sector: Challenges, Benefits, and Pathways to Responsible Practices.- 5. Leveraging Personalized Employee Development Plans to Support Change Management Models in Academic Libraries in Zimbabwe.- 6. Exploration of Artificial Intelligence as a Catalyst for Human Resource Management Effectiveness.- 7. Ethics in Human Resource Analytics: Perspectives from Public and Private Organizations in Ghana.- 8. Adaptive Talent Acquisition Models for Navigating Change in a Dynamic Environment.- 9. Cyber Security Vulnerability and Organizational Performance: A Systematic Literature Review.- 10. Ethical Dilemmas of Generative AI and Large Language Models in Human Resource Management.- 11. Human Resource Analytics: Challenges and Prospects for Human Resource Effectiveness.-Strategic Human Resource Analytics and Intelligent Data-Driven Systems: A Conclusion.