While other departments in an organization deal with profits, sales growth, and strategic planning, Human Resources (HR) is responsible for employee well-being, engagement, and staff motivation. Even though it may not be immediately obvious, the management of these duties often requires a great deal of measurement and technical skill. Predictive HR Analytics provides a clear and accessible framework to understanding and learning to work with HR analytics at an advanced level, using examples of particular predictive models, such as diversity analysis, predicting turnover, evaluating interventions, and predicting performance.

When dealing with metrics, management information, and analytics, HR practitioners rarely use any advanced statistical techniques or go beyond describing the characteristics of the workforce. Authors Martin Edwards and Kirsten Edwards explain the business applications of HR predictive models; the ethics and limitations of HR analytics; how to carry out an analysis; predict turnover, performance, recruiting, and selection outcomes; and monitor the impact of interventions.

About the Author

Martin R. Edwards teaches HRM and Organizational Psychology at King's College London. He has run many HR analytic workshops with companies including AstraZeneca, advised on employee engagement surveys, and run multiple employee attitude surveys.

Kirsten Edwards is a Diversity Specialist at Pearn Kandola, a business psychology consulting company specializing in diversity, assessment, and development. She has taught diversity and inclusion at Kings College London and the University of Kent.

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