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Article
Publication date: 11 March 2022

Dan Avrahami, Dana Pessach, Gonen Singer and Hila Chalutz Ben-Gal

What do antecedents of turnover tell us when examined using human resources (HR) analytics and machine-learning tools, and what are the respective theoretical and…

214

Abstract

Purpose

What do antecedents of turnover tell us when examined using human resources (HR) analytics and machine-learning tools, and what are the respective theoretical and practical implications? Although the turnover literature is expansive, empirical evidence on turnover antecedents studied using data science tools remains limited.

Design/methodology/approach

To help reinvigorate research in this field, the authors propose a novel examination of turnover antecedents—competencies, commitment, trust and cultural values—using big data tools to develop a granular, case-dependent measure of turnover.

Findings

Using archival data from 700,000 employees of a large organization collected over a period of ten years, the authors find that turnover is generally associated with varying levels of these antecedents. However, in more fine-grained analysis, their relation to turnover is contingent upon role, person and cultural background.

Originality/value

The authors discuss the implications on turnover and strategic HR research and the potential of Artificial Intelligence and machine-learning methods in the design and implementation of managerial and HR planning initiatives.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 15 August 2019

Hila Chalutz Ben-Gal

The purpose of this paper is to provide a return on investment (ROI) based review of human resources (HR) analytics. The objectives of this paper are twofold: first, to…

3853

Abstract

Purpose

The purpose of this paper is to provide a return on investment (ROI) based review of human resources (HR) analytics. The objectives of this paper are twofold: first, to offer an integrative analysis of the literature on the topic of HR analytics in order to provide scholars and practitioners a comprehensive yet practical ROI-based view on the topic; second, to provide practical implementation tools in order to assist decision makers concerning questions of whether and in which format to implement HR analytics by highlighting specific directions as to where the expected ROI may be found.

Design/methodology/approach

This paper is a review paper in which a four-step review and analysis methodology is implemented.

Findings

Study results indicate that empirical and conceptual studies in HR analytics generate higher ROI compared to technical- and case-based studies. Additionally, study results indicate that workforce planning and recruitment and selection are two HR tasks, which yield the highest ROI.

Practical implications

The results of this study provide practical information for HR professionals aiming to adopt HR analytics. The ROI-based approach to HR analytics presented in this study provides a robust tool to compare and contrast different dilemma and associated value that can be derived from conducting the various types of HR analytics projects.

Originality/value

A framework is presented that aggregates the findings and clarifies how various HR analytics tools influence ROI and how these relationships can be explained.

Article
Publication date: 30 August 2011

Hila Chalutz Ben‐Gal and Shay S. Tzafrir

The purpose of this paper is to examine the link between interpersonal and organizational factors in consultant‐client relationships and their contribution to the…

33354

Abstract

Purpose

The purpose of this paper is to examine the link between interpersonal and organizational factors in consultant‐client relationships and their contribution to the effectiveness of an organizational change process.

Design/methodology/approach

The authors designed two studies in order to gain insightful information, both qualitative and quantitative in nature. Study 1 is composed of semi‐structured one‐on‐one interviews conducted with pairs of clients and consultants. Study 2 is designed as a quantitative study and is a direct expansion of study 1. The sample, conducted between the years 2002 and 2007, is composed of departments within organizations that underwent an organizational change process, in which external consultants took part.

Findings

The authors found that a high level of commitment to change has a positive effect on the successful implementation of organizational change as a whole. Also, high levels of dyadic trust in the consultant‐client relationship result in higher levels of consultant commitment to the change process. Finally, consultant commitment to change partially mediates the relationship between trust and successful implementation of organizational change.

Originality/value

The paper explores the link between individual and organizational levels in pursuing organizational change processes and attempts to clarify this link.

Details

Journal of Organizational Change Management, vol. 24 no. 5
Type: Research Article
ISSN: 0953-4814

Keywords

Content available
Article
Publication date: 30 August 2011

Slawomir Magala

557

Abstract

Details

Journal of Organizational Change Management, vol. 24 no. 5
Type: Research Article
ISSN: 0953-4814

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