As one of the three cornerstone concepts of this course, the directional shift in human resource

HR Metrics Literature Review Overview

Objectives

To complete a comprehensive and current search of relevant articles, books, and other sources related to the subject of human resources/human capital metrics and predictive analytics.

 

Guidelines

As one of the three cornerstone concepts of this course, the directional shift in human resource management to the increased reliance on quantitative measures of performance versus intuitive decisions based on aspiration, human capital metrics (also known as predictive analytics) is a subject for increased interest going forward. This Literature Review asks students to review the literature in this area, both traditional and current. Materials may include classics that date into the early years of the 21st century, but should also include sources dated in the last 5–10 years. The page length of the Literature Review should be between 4–6 pages (double-spaced, normal font size, and margins) and meet APA style.

 

Best Practices

Papers will be graded on both comprehensiveness and currency. Students should demonstrate an exhaustive search of materials that are included in the popular media as well as academic community. Reliance on general search media are acceptable to begin the process, but ultimately, used materials (included in the formal bibliography) must come from academic journals, texts, and other materials found in the DeVry Online Library as well as other academic libraries. Web pages, blogs, and social media sites are not acceptable as formally (cited) references. Below is a preliminary list of authors who have contributed to this field over the last several years. The list is not exhaustive, but serves as a starting point for your review.

 

Jac Fitz-Enz

John Boudreau

Peter Ramsted

Mark Huselid

Brian Becker

David Ulrich

Wayne Brockbank

Jessie Harriot

Jeff Quinn

Ken Scarlett

Jeffrey Burke

Wayne Cascio

Additionally, most of the best known academic and popular journals will provide acceptable content. Primary among (again, not exhaustive) them are some of the following journals and publications.

 

People & Strategy (formally human resource planning)

Harvard Business Review

Human Resource Management

Academy of Management Journals (various titles included)

Journal of Labor Economics

Human Resource Management Review

Personnel Psychology

International Journal of Human Resource Management

Journal of Management

Sloan Management Review

California Management Review

Administrative Sciences Quarterly

Students will also find the work of Kaplan and Norton on the Balanced Scorecard to be a great starting point, as well as Becker and Huselid's treatment of the above as specifically related to HR and workforce measures.

 

Grading Rubrics

Category              Points   %            Description

Documentation and Formatting 25           14%        Properly referenced according to APA Guidelines

Organization and Cohesiveness 20           11%        Written in a cohesive manner that flows from stated assumptions

Editing  20           11%        Spell checked for meaning as well as accuracy

Content               120         65%        Paper traces roots of movement from the use of administrative data to financially relevant and predictive measures that allow HR strategic decision making that impacts bottom line results and adds to human capital point of view that supports Line/HR partnering.  Paper should address both historical and current perspectives on Metrics

Total      185        100%     A quality paper will meet or exceed all of the above requirements.