Innovation in Human Resources: The combination of HR standards, HR auditing and big data

Neil McCormick, Christopher Andrews

    Research output: Contribution to journalMagazine ArticleResearch

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    Abstract

    There are two radical changes emerging in the human resource space that are coming from entirely different directions but are destined to collide: HR Standards and Big [HR related] Data. They are radical because they will fundamentally change the performance evaluation of HR, the teaching of the profession, and the standing and credibility of practitioners. Worldwide, there are now 25 participating countries involved in the International Standards Organisation Technical Committee (ISO TC 260) looking into HR Standards, with a further 18 countries observing. In order for data analytics to provide maximum effect in the people space there is an underlying requirement for definitions and for activity standards to allow for advanced analytics.

    Subsequently published under the title: 'One set of standards to rule them all'
    Original languageEnglish
    Pages (from-to)52-54
    Number of pages3
    JournalHR Director
    Publication statusPublished - Feb 2016

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    Human resources
    Innovation
    Auditing
    International standards
    Credibility
    Performance evaluation
    Radical change

    Cite this

    McCormick, Neil ; Andrews, Christopher. / Innovation in Human Resources : The combination of HR standards, HR auditing and big data. In: HR Director. 2016 ; pp. 52-54.
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    Innovation in Human Resources : The combination of HR standards, HR auditing and big data. / McCormick, Neil; Andrews, Christopher.

    In: HR Director, 02.2016, p. 52-54.

    Research output: Contribution to journalMagazine ArticleResearch

    TY - JOUR

    T1 - Innovation in Human Resources

    T2 - The combination of HR standards, HR auditing and big data

    AU - McCormick, Neil

    AU - Andrews, Christopher

    PY - 2016/2

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    N2 - There are two radical changes emerging in the human resource space that are coming from entirely different directions but are destined to collide: HR Standards and Big [HR related] Data. They are radical because they will fundamentally change the performance evaluation of HR, the teaching of the profession, and the standing and credibility of practitioners. Worldwide, there are now 25 participating countries involved in the International Standards Organisation Technical Committee (ISO TC 260) looking into HR Standards, with a further 18 countries observing. In order for data analytics to provide maximum effect in the people space there is an underlying requirement for definitions and for activity standards to allow for advanced analytics.Subsequently published under the title: 'One set of standards to rule them all'

    AB - There are two radical changes emerging in the human resource space that are coming from entirely different directions but are destined to collide: HR Standards and Big [HR related] Data. They are radical because they will fundamentally change the performance evaluation of HR, the teaching of the profession, and the standing and credibility of practitioners. Worldwide, there are now 25 participating countries involved in the International Standards Organisation Technical Committee (ISO TC 260) looking into HR Standards, with a further 18 countries observing. In order for data analytics to provide maximum effect in the people space there is an underlying requirement for definitions and for activity standards to allow for advanced analytics.Subsequently published under the title: 'One set of standards to rule them all'

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    SP - 52

    EP - 54

    JO - HR Director

    JF - HR Director

    ER -