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managing human behavior in public
Predictive Analytics In Human Resource Management A Hands-on Approach 1st Edition Shivinder Nijjer, Sahil Raj - Solutions
Define centroid.
How is K-means clustering different from and similar to KNN?
List some areas of application of KNN.
What is a major limitation of KNN?
List the commonly used accuracy metrics for KNN.
How is the optimal value of K determined?
Write the formulas for Euclidean distance, Minkowski distance, and Manhattan distance.
List the three methods used in KNN to determine the similarity between neighbouring items.
Define KNN.
Define pruning.
How does the decision tree algorithm decide when to stop splitting?
Explain the functions used to compute the least cost in decision trees.
Briefly explain how the decision tree algorithm works.
Name the R package used for implementing decision trees in R.
Distinguish between the two types of decision trees.
List the nodes in decision trees.
Define decision trees.
Explain how resilient backpropagation with weight backtracking works using pseudocode.
Discuss how resilient backpropagation algorithm is different from the conventional backpropagation algorithm
List the steps used in building an ANN model for supervised learning.
List the commonly used activation functions.
List and explain the two functions used in ANN.
Name and explain the most widely used neural network algorithm.
How is output computed in ANN?
List the three layers in ANN.
Explain briefly how biological neural network works.
Define ANN.
List the various types of predictive algorithms.
Discuss supervised and unsupervised learning.
Based on outcomes of modelling discussed in the case, explain how analytics combined with managerial wisdom provides the most useful business insights.Review material
Discuss the steps adopted by the firm to identify independent variables and data collection for the same.
How did the firm decide on target variables?
List the dependent and independent variables used in the case to build a predictive model.
Explain how the global restaurateur identified and defined its business problem.
Form groups of six students each in the class. Split each group into two and ask both of these sub-groups to visit a few retail stores around their vicinity.a Record the performance of each of these stores in terms of revenue, unit sales, employee satisfaction levels, store manager rating, store
Imagine you as a student have to develop a predictive model which can predict which students will get placed in the current year. Discuss with placement coordinators in your batch and concerned staff to understand how the process of placement works.a Apply systems approach and process logic to your
Illustrate the role of understanding jargon for developing predictive models.
Define organisational jargon.
What is the relation between process logic and theoretical background while developing an analytical model?
Explain the role of theoretical framework in developing a predictive model.
Distinguish between supervised and unsupervised learning models.
Explain how the application of process logic to an HR function aids in the development of an analytical model.
Define control and extraneous variables.
Differentiate between moderator and mediator variable.
Define mediator variable.
Define moderator variable.
List the four conditions to justify the existence of an independent variable.
Define independent variables.
Define dependent variables.
List the components of a business model of a business problem.
State the role of an influence diagram in developing a model for a business problem.
State the need for modelling a business problem.
Define influence diagram.
Define a model.
Which other external data source would you suggest using in this case for achievement of the HR strategy of becoming an employer of choice?
From your understanding from the text, identify enablers and a few drivers for the objective of ensuring employee well-being and safety.
How was HR data quantified in this case, and what was the purpose of quantification?
Discuss the process adopted by the HR manager at Sampann to develop HR scorecard.
Suppose your firm has recently started operating out of India, and you are in charge of managing the Indian workforce. You decide to implement social networking analytics to determine how social network dynamics differ by countries. Would it be ethical and legal for you to do such an analysis? Why
Assume that you as a HR manager of the firm are equipped with the task of identifying the optimal profile for successful employees. Which data sources would you use for this purpose? Justify your answer(s).
What do you understand is meant by ethical and legal concerns in HR data collection?
Discuss different external sources of HR data.
Discuss different internal sources of HR data.
Elucidate various types qualitative data used in HR analytics.
What is the importance of qualitative data in HR analytics?
Discuss HR scorecard in detail.
Explain KPIs and their relevance in application of analytics.
List and explain the types of scales.
Elucidate the steps involved in quantification of variables.
List different non-probability sampling techniques.
List different probability sampling techniques.
Define sampling, sample population, and sample size.
List unobtrusive techniques of data collection.
List the ways in which HR manager would decide which obtrusive data collection would be useful.
List obtrusive techniques of data collection.
Compare data and information with relevant examples.
List the barriers in data collection for HR analytics.
How can relational analytics be used to analyse organisational structure?Explain the need for HR managers to base decisions on data.
Discuss the application of relational analytics for teams and how they can be used to affect work performance.
Discuss the signatures of relational analytics for individuals and their effect on work performance.
Discuss the sources of data for relational analytics. How do they compare with surveys and interviews?
Examine the state of implementation of business analytics in organisations of any one particular industry in your state. Assume that it has to be modelled using business analytics; attempt to define a problem statement for the same.Also, try listing some preliminary factors which contribute to
Pick any one function of HRM, and apply the system approach and process view to it. Using the process logic, clearly identify and depict the inputs, transformation, and output for each process under that function.
Explain how a proper screening system can aid in management and reduction of employee turnover intent.
How do HR practices affect employee attitudes and hence turnover intent?
Discuss various factors which affect how turnover varies, such as skill level, experience, and age.
Define turnover and turnover intent.
Explain the importance of adoption of system approach and process view for application of analytics.
Elucidate the seven steps in the holistic approach for implementation of analytics to a business problem.
Explain the LAMP framework.
List the six steps in the model proposed by Bell for the implementation of analytics.
Explain the DELTA framework.
List the four categories of HR metrics.
Explain how DSS varies by level of management and nature of decision.
Describe the six tools required to use HR analytics in a firm.
List the barriers to implementation of HR analytics in an organisation.
List the benefits of the application of HR analytics.
What basic questions can HR analytics answer?
Explain the challenges to HRM practices of a firm.
List various functions and activities of HRM.
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