New Semester
Started
Get
50% OFF
Study Help!
--h --m --s
Claim Now
Question Answers
Textbooks
Find textbooks, questions and answers
Oops, something went wrong!
Change your search query and then try again
S
Books
FREE
Study Help
Expert Questions
Accounting
General Management
Mathematics
Finance
Organizational Behaviour
Law
Physics
Operating System
Management Leadership
Sociology
Programming
Marketing
Database
Computer Network
Economics
Textbooks Solutions
Accounting
Managerial Accounting
Management Leadership
Cost Accounting
Statistics
Business Law
Corporate Finance
Finance
Economics
Auditing
Tutors
Online Tutors
Find a Tutor
Hire a Tutor
Become a Tutor
AI Tutor
AI Study Planner
NEW
Sell Books
Search
Search
Sign In
Register
study help
business
managing human behavior in public
Managing Human Behavior In Public And Nonprofit Organizations 4th Edition Robert B. Denhardt, Janet V. Denhardt, Maria P. Aristigueta, - Solutions
Define HRM. Explain its evolution from a standalone unit to a strategic business partner.
List different areas of application of business analytics.
List the factors responsible for widespread adoption of business analytics.
Define analytics and business analytics.
Explain why firms use HR metrics and are moving forward towards a quantitative approach rather than a qualitative approach.
Discuss the impact of analytics on workplace ergonomics
Understand the concept and role of Big Data analytics in HRM
Define data visualisation and dashboards, and their role in informing HR decision-makers
Understand the concept and application of IoT analytics in HRM
Review the need for disparate data for implementation of voice analytics
List different sources of voice data in firms, and its use to predict HR outcomes
Interpret the use of nudges and interaction analytics at the workplace
Learn the meaning of people analytics and the core areas where it can be applied
Understand the concept of Industry 4.0 and how new technological advancements can disrupt HR practices
Identify different sources and ways in which employee safety incidents can be predicted using the application of analytics
Understand how analytics can be used to optimise the rewards package and ensure pay equity
Understand how wearable technology can be used for prediction of employee performance and employee safety
Interpret how outcomes of applications of analytics to employee performance can be useful in succession planning, workforce planning, retaining, and hiring of candidates
Learn various ways in which analytics can be applied for performance management of employees
Understand how to identify the causes and predict absenteeism in the firms
Understanding various data sources and LMSs used for the implementation of learning analytics
Identifying different areas where predictive analytics can be applied for learning and development of employees in organisations
Discuss the role of analytics in effective management of retirements
Grasp how analytics can be used for workforce planning and supply analysis
Understand the use of exit interview data for analytics
Learn about different areas of application of analytics to the management of separation
Understand how to change the metric for assessing model performance from accuracy to ROC
Understand how to predict turnover using test data using KNN model built in R
Understand how to view variable importance in predicting turnover
Understand how to view the KNN model performance and interpret optimal K
Use a practical step-by-step illustration of the application of KNN to predict turnover in IT firms using holistic approach
Understand the role of turnover intent and job attitudes in the prediction of turnover
Revise the basic concepts of turnover and define turnover intent
Areas of application of analytics to recruitment
How to split a dataset into training and test data manually and using the Sample function
How to normalise a dataset using min-max transformation or z-transformation
How to install packages and import datasets
A practical step-by-step illustration of the application of predictive analytics(holistic approach) to selection
Review the basic concepts of recruitment and selection
Understand the different basis for selecting a particular predictive analytical tool
Understand the concept and implementation of a confusion matrix
Understand various techniques used to validate classification algorithms
Learn about performance evaluation indices for clustering
Understand the purpose and implementation of cross-validation
Learn about the technique and need to split the dataset into training and test data
Understand the need for validating analytical outcomes
Understand different HR analytics software available in the market
Understand some popular predictive analytical tools used in HRM and how they work
Learn about reasons for the popularity of R and its interface
Understand the broad classification of various predictive analytical tools and techniques
Understand the role of understanding organisational jargon for developing predictive models
Explain what is meant by organisational jargon
Understand the need and role of building a theoretical foundation for the development of models
Understand how systems approach/process logic can be used for the development of a business model
Understand different variables used in modelling of business problem
Understand the components of a business model of a business problem
Define the influence diagram and how they lend to the primary development of models
Define a model and its need to analyse a business problem
Infer ethical and legal concerns in HR data collection
Elucidate role and types of qualitative HR data
Understand the use of HR scorecards in analytics and quantification of data
Understand the need and means to quantify HR data
Infer various obtrusive and unobtrusive techniques of data collection
Understand different HR data sources available to a business manager
Elucidate the difference between data and information
Identify business problems through an illustrative example of the issue of turnover and retention management in the Indian IT industry
Understand steps in the application of analytics to a business problem
Understand adoption of systems approach/process view for application of analytics
Understand the meaning, need, and role of HR analytics in business management
Understand the meaning, scope, and context of human resource management
Understand the meaning of business analytics and its need and value in business management
4. What are the barriers to effective stress management in your life and how can you overcome them? What specific action steps can you take in this regard?
3. What constructive coping skills do you want to develop or enhance? Do you want to, for example, start exercising more, learn meditation, manage your time better, develop a new hobby or activity, spend more time with family or friends? Do you need to get help in developing these skills? If so,
2. Identify the thoughts and behaviors you engage in as a response to these stressors. Are these thoughts and behaviors constructive or destructive?
1. Identify the primary stressors in your life. It may be helpful to keep a “stress journal” to write down those times and situations that make you feel the most stressed.
3. If some adjustments are in order, then first consider how you might eliminate some activities or time spent on doing things that are less important or out of balance. Then identify some specific activities that you can do to enhance your growth and development in neglected areas. For example, if
2. Now draw another circle. Divide this circle into sections representing the relative amount of time and energy you actually devote to each. Compare the size of the sections in each circle. How does the relative importance of each compare with the time that you actually spend?
1. Draw a circle on a sheet of paper. Then divide the circle into sections representing the importance of each of the following in your life:Work Family and friends Intellectual pursuits Spiritual life Recreation and physical exercise Creative and cultural activities
4. What actions have you taken in the past that have helped you to cope successfully with stressful circumstances? Could any of these approaches be useful to Diane?
3. What are your recommendations for coping with the stress that Diane is experiencing? What will you caution her not to do?
2. What advice will you give her? What do you think are some of the sources of her stress? How will you work with her to develop strategies for reducing her stress?
3. How might you apply these learnings to the challenges you face currently?•1. What will you say to Diane? Are there additional questions you would like to ask?
2. What did you do in response to the challenge? How did your responses improve your ability to cope or make you stronger, more flexible, or capable?
1. How do you think and feel about the challenge now, and how did you at the time you faced it?
2. Review the material on coping mechanisms. How might you substitute positive coping strategies for negative ones? Are your preferred coping strategies of a particular type (e.g., emotional, physical)? How might you build a more balanced and healthy repertoire of coping skills?
1. What are the major sources of stress in your life? What are the major sources of stress at work? Write down three sources of stress for which you can take some sort of action to change.
3. Where and how would you begin to work toward getting such an innovation implemented? What factors do you think will support its adoption? What might be the significant barriers?
How can you build on or depart from what is already being done in another community?
2. In what ways might the innovation be adapted to your particular community characteristics or needs?
1. What particularly intrigues you about this innovation? Why do you think it is needed and might or might not work in your community?
What are some of the possible scenes from our future?
What is the environment we are trying to create?
How would we like to see ourselves?
What metaphors might describe how we work together?
How can we visually describe our goals?
3. What do you do to stimulate and support the creativity in others?
2. What are your challenges in the creative process?
1. What are your creative strengths?
9. When I get angry, I talk about my feelings to calm myself down rather than focus on what the other person did.
8. I accept that others cannot make me angry without my full cooperation. In other words, I control my anger.
Showing 2100 - 2200
of 2380
First
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
Step by Step Answers
Get 50% OFF
Claim Now
