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03/17 PERSONALquarterly
PROF. DR. INGO WELLER
Munich School of Management & Organiza
tions Research Group
Ludwig-Maximilians-Universität München
E-Mail:
PROF. DR. DIRK SLIWKA
Lehrstuhl für Allgemeine BWL und Personal
wirtschaftslehre
Universität zu Köln
E-Mail:
LITERATURVERZEICHNIS
Bloom, N./Genakos, C./Sadun, R./van Reenen, J. (2012): Management
Practices across Firms and Countries. Academy of Management Perspectives, 26(1):
12–33.
Englmaier, F./Roider, A./Sunde, U. (2016): The Role of Communication of Perfor
mance Schemes: Evidence from a Field Experiment, im Erscheinen: Management
Science.
Friebel, G./Heinz, M./Krüger, M./Zubanov, N. (2016): Team Incentives and Per
formance: Evidence from a Retail Chain, im Erscheinen: American Economic Review.
Holland, P. W. (1986): Statistics and Causal Inference. Journal of the American
Statistical Association Vol. 81, No. 396, pp. 945-960
Horton, J. J. (2017): The Effects of Algorithmic Labor Market Recommendations:
Evidence from a Field Experiment, Journal of Labor Economics, 35:2, 345-385.
Lazear, E. P. (2000): Performance Pay and Productivity, American Economic
Review, 90:5, 1346-1361.
Manthei, K./Sliwka, D. (2016): Multitasking and the Benefits of Objective
Performance Measurement – Evidence from a Field Experiment, Working Paper,
Universität zu Köln.
McKinsey & Company (2011): Vielfalt siegt! Warum diverse Untemehmen mehr
leisten. Düsseldorf: McKinsey & Company, Inc.
Schüßler, M./Wallmeier, G./Weller, I. (2017): Why They Love HR. Proceedings of
the Annual Meeting of the Academy of Management, Atlanta/GA.
Ulrich, D. (1997): Human Resource Champions: The Next Agenda for Adding Value
and Delivering Results. Boston, Mass.: Harvard Business School.
PROF. DR. TORSTEN BIEMANN
Lehrstuhl für Personalmanagement und
Führung
Universität Mannheim
E-Mail:
PROF. DR. FLORIAN ENGLMAIER
Department of Economics & Organizations
Research Group
Ludwig-Maximilians-Universität München
E-Mail:
SUMMARY
Research question:
How can you make use of personnel data in
practice in order to reveal patterns and relationships and to evalu
ate the (causal) effect of personnel policies?
Methodology:
The authors outline basic principles for the success
ful implementation of People Analytics and link them to the current
state of HRM in companies.
Practical implications:
In the article, the possibilities and chal
lenges for People Analytics in practice are discussed. A number of
recommendations for how to make People Analytics work are given.
