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The purpose of this paper is to address the barriers to the rapid development of effective HR analytics capabilities in organizations.

Literature and conceptual review of the current state of HR analytics.

“HR analytics” is used to refer to a too-wide array of measurement and analytical approaches, making strategic focus difficult. There is a misconception that doing more measurement of HR activities and human capital will necessarily lead to actionable insights. There is too much focus on incremental improvement of existing HR processes, detracting from diagnosing the problems with business performance. Too much time is spent on mining existing data, to the detriment of model building and testing, including collecting new more appropriate data. Too much energy is consumed with basic tasks of data management. Stakeholders avoid action by nitpicking the details of the data.

Practitioners who follow the guidance provided should find that their application of HR analytics leads to more relevant and actionable insights.

More effective application of HR analytics should lead to better decision making in organizations and more effective resource allocation.

A new look at the field of HR analytics that synthesizes the research literature and current practice in organizations.

Organization development (OD) and people analytics (PA) have developed and are typically practiced as entirely separate and nonoverlapping disciplines in organizations. We review the principles underlying each of the two disciplines and show much greater overlap and similarities than commonly believed. An integrated framework is provided, along with examples of OD tools that should be part of the PA toolkit for any practitioner. Case studies of what the integrated framework looks like when applied in practice are discussed.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Greater focus is the key to better HR analytics. The authors summarize their six recommendations that will ensure the efficiency and effectiveness of HR analytics.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Delirious mania is an understudied psychiatric disorder with a mortality rate as high as 75%. Previous case studies suggest that electroconvulsive therapy (ECT) may be an effective treatment for delirious mania, though this procedure may not always be a viable option. We describe the case of a 20-year old patient, with no previous psychiatric history, who developed delirious mania over the course of four months. ECT was not a viable option for this patient due to his religious beliefs, so alternative treatment modalities were explored. After failing trials of risperidone and olanzapine, significant improvements in symptoms were exhibited with a trial of clozapine. We propose that clozapine may be an effective option in cases of delirious mania, when ECT is not a viable option. Additional research is still necessary to understand the pathology of this condition and potential treatment modalities.

It is proposed to examine how these two different models of human relations – that of Winnicott and Serres – illuminate features of contemporary organizational life. With these models, one can view recent scandals in the USA, specifically the implosion of the energy firm, Enron. Previous accounts of Enron emphasize the manipulations of income and accounting irregularities; however, it is suggested that the accounting manipulations illuminate features of human relations within and outside the economic firm. As a case study, Enron provides a good example of how the object theories of Winnicott and Serres illuminate aspects of behavior in our contemporary organizations and address problems of postmodernity. Andrew Fastow, former CFO of Enron, is the postmodern subject with pathological splitting behavior. Enron is the playground where Fastow played with quasi‐objects among other postmodern subjects. Enron is also the site where the circulation of quasi‐objects in the form of SPEs suddenly ceased.

Prevalence rates of older adults (OA, 50+) with high-risk alcohol use are rapidly growing. Barriers to intervention persist for OA. Mobile interventions, specifically short message service (SMS, also known as text messaging), provide an opportunity to overcome such barriers. The purpose of this paper is to explore the acceptability and preliminary effectiveness of four SMS intervention conditions compared to mobile assessment only among OA (50–65 years old, n = 49) who drink at high-risk levels compared to younger adults (YA, 21–49 years old, n = 102).

Within and between age group differences at baseline and end-of-treatment (12 weeks) were explored. Generalized linear modeling was used to test age by receipt of any SMS intervention (compared to assessment only) effects across health outcomes. Effect sizes and visual analyses were generated to assess for age by type of SMS interactions.

Both age groups reported intervention satisfaction. Two-thirds elected to continue receiving SMSs after treatment concluded. Descriptively, SMS groups demonstrated reduced drinking across age groups at end-of-treatment compared to mobile assessment only, though slightly larger effects were found for YA than for OA. Age significantly moderated the receipt of any SMS intervention only for depression (i.e., older age weakened the therapeutic effect). Of all the SMS types, tailored messages outperformed the other conditions on drinking outcomes for both age groups. Depression, craving and alcohol problems responded to gain-framed messages among OA and loss-framed messages among YA.

The findings of this paper suggest that SMS is acceptable and potentially effective across age groups. Further adaptation of SMS across age groups could enhance its effectiveness.

This is the first paper to explore the impact of older age on the efficacy of text messaging as an intervention for hazardous alcohol use.