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Analityka HR i controlling personalny w organizacji: struktura, kompetencje, narzędzia

This book aims to systematize the understanding of the organizational structures, competencies, and tools that support HR analytics and personnel controlling. It also seeks to identify and interpret organizational solutions related to HR measurement as implemented in practice.The monograph comprises...

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I tiakina i:
Ngā kaituhi matua: Striker, Małgorzata, Grzesiak, Lena
Hōputu: Online
Reo:Pōrihi
I whakaputaina: Wydawnictwo Uniwersytetu Łódzkiego 2026
Ngā marau:
HR analytics
Personnel controlling
HR measurement
Evidence-based HRM
Organizational practices in HR analytics
HR information systems (HRIS)
thema EDItEUR::K Economics, Finance, Business and Management::KJ Business and Management::KJM Management and management techniques::KJMV Management of specific areas::KJMV2 Personnel and human resources management
Urunga tuihono:ONIX_20260612T144849_9788383318561_44
Ngā Tūtohu: Tāpirihia he Tūtohu
Kāore He Tūtohu, Me noho koe te mea tuatahi ki te tūtohu i tēnei pūkete!
Whakarāpopototanga:This book aims to systematize the understanding of the organizational structures, competencies, and tools that support HR analytics and personnel controlling. It also seeks to identify and interpret organizational solutions related to HR measurement as implemented in practice.The monograph comprises five chapters.Chapter One examines the organizational positioning of personnel controlling and HR analytics, providing a structured overview of their role within the organizational architecture.Chapter Two focuses on the competencies required in the domains of personnel controlling and HR analytics. It outlines competencies specific to controllers and HR analysts and presents HR analytics as a vital organizational capability. The chapter offers a detailed analysis of three key competency areas: technical, analytical, and social/ethical.Chapter Three explores the indicators used in people management. It covers the foundations of HR indicator analysis and discusses specific metrics applied in core areas such as workforce planning, recruitment, compensation, development, performance evaluation, and offboarding.Chapter Four addresses the topic of Human Resource Information Systems (HRIS) and digital tools supporting HR analytics. It considers both the technological infrastructure and the practical use of systems in capturing, storing, and analyzing HR data.Chapter Five presents the results of empirical research concerning managerial practices related to HR measurement. It investigates the organizational functions involved in measurement processes, identifies common managerial solutions, and analyzes how organizations evaluate the effectiveness and relevance of the applied measurement practices.

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