3. Reading 1.1 (pp. 19-30) - Using Targeted Analytics to Improve Talent Decisions Based on Table 3 (a screenshot of Table 3 is included in this file), except for Line u - Union labor relations, which type of HR process involves lowest intermediate analysis? (the intermediate analysis is located in the third column in Table 3) Hint: you should take both the first column and the third column into account when computing Based on the answer from the previous question, what should a business do to improve this type of HR process analysis? By comparing the COM model (Fig. 1) and Organization Design model (Fig. 3). what are the l) similarities and 2) differences between these two models? Table 3 Data Analysis Applications that Organizations Address with HR Analytics Results used in reports, dashboards or scorecards 76.7 83.7 829 897 44.4 67.6 71.4 16.1 71.1 53.1 62.9 Data-based analysis Level of sophistication Percentages conducted of data analysis: a. Compensation 4.7 51.2 44.2 b. Employee attitude surveys 45.2 42.9 Recruitment 19.5 d. Diversity/affirmative action 33.3 e. Benefits 6. Selection 20.6 9. HR planning h. Succession planning / leadership supply 1 Workforce planning 1. Organization development 21.9 k Strategic planning 1. Employee training / education m. Performance management n. Promotions o. Organization design 29.6 48.1 22.2 P. Competency / talent assessment 4. Management development 50.0 1. Change management 32.0 40.0 5. Downsizing layoffs 37.5 33.3 29.2 t Career planning 522 45.5 364 18.2 u. Unionlabor relations 80. 0 0 20.0 None Percentages and Averages are computed with Not Applicable and Don't Know responses coded mining Source Levenson, Lawler, Boudra (2005) # # # #| 42.9 9 3. Reading 1.1 (pp. 19-30) - Using Targeted Analytics to Improve Talent Decisions Based on Table 3 (a screenshot of Table 3 is included in this file), except for Line u - Union labor relations, which type of HR process involves lowest intermediate analysis? (the intermediate analysis is located in the third column in Table 3) Hint: you should take both the first column and the third column into account when computing Based on the answer from the previous question, what should a business do to improve this type of HR process analysis? By comparing the COM model (Fig. 1) and Organization Design model (Fig. 3). what are the l) similarities and 2) differences between these two models? Table 3 Data Analysis Applications that Organizations Address with HR Analytics Results used in reports, dashboards or scorecards 76.7 83.7 829 897 44.4 67.6 71.4 16.1 71.1 53.1 62.9 Data-based analysis Level of sophistication Percentages conducted of data analysis: a. Compensation 4.7 51.2 44.2 b. Employee attitude surveys 45.2 42.9 Recruitment 19.5 d. Diversity/affirmative action 33.3 e. Benefits 6. Selection 20.6 9. HR planning h. Succession planning / leadership supply 1 Workforce planning 1. Organization development 21.9 k Strategic planning 1. Employee training / education m. Performance management n. Promotions o. Organization design 29.6 48.1 22.2 P. Competency / talent assessment 4. Management development 50.0 1. Change management 32.0 40.0 5. Downsizing layoffs 37.5 33.3 29.2 t Career planning 522 45.5 364 18.2 u. Unionlabor relations 80. 0 0 20.0 None Percentages and Averages are computed with Not Applicable and Don't Know responses coded mining Source Levenson, Lawler, Boudra (2005) # # # #| 42.9 9