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It addresses how HR data and human capital analytics are theorised and practised, what standards and regulation do to shape measurement, and how case studies describe implementation. 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The not-for-profit organisation champions better work and working lives and has been setting the benchmark for excellence in people and organisation development for more than 100 years. It has more than 140,000 members across the world, provides thought leadership through independent research on the world of work, and offers professional training and accreditation for those working in HR and learning and development.  \nHuman capital metrics and analytics: assessing the evidence of the value and impact of people data  \nTechnical report  \nContents  \nForeword............................................................................................................................... 1  \nExecutive summary............................................................................................................... 3  \nIntroduction ........................................................................................................................... 5  \n1 Definitions of capitals relevant to human capital metrics ................................................... 6  \n2 Human capital measures, metrics and definitions: what does the HR literature tell us?..... 9  \n3 Standards and regulation: formalising human capital measurement.................................20  \nConclusion ...........................................................................................................................26  \nLimitations............................................................................................................................27  \nReferences ..........................................................................................................................28  \nAppendix 1: Examples of HC metrics ...................................................................................37  \nAppendix 2: Summary of case studies .................................................................................47  \nAppendix 3: Methods for conducting the literature review ....................................................60  \nAcknowledgements  \nWe would like to thank the team who developed and conducted this research at the University of Leeds and Loughborough University. This report was written by Professor Andy Charlwood and Professor Mark Stuart at Leeds University Business School, and Dr Clive Trusson at Loughborough University School of Business and Economics.  \nForeword  \nAs the professional body for HR and people management, the CIPD has a role and responsibility in building the capability of HR professionals to understand the workforce, and importantly to provide evidence of the value and contribution of people in modern organisations. While still relatively adolescent, HR analytics and reporting (and the many pseudonyms the practice goes by) are fundamental to the success of the profession as it looks to become influential in helping the leadership of organisations to make more effective decisions. Without a capable and evidence-based function, the quality of HR and business decisions that impact on the workforce may come into question.  \nThis technical report examines current HR analytics practice through the lens of published academic literature, and forms an important part of the evidence base for the HR profession. Complementing this report is an additional assessment of human capital theory, which considers the academic perspective on the value of the workforce, and how organisations report people data (McCracken et al 2017) . These technical assessments form part of the academic evidence for the HR profession, the implications and synthesis of which forms part of the CIPD discussion report Human capital analytics and reporting: exploring theory and evidence (Houghton 2017) .  \nAs the profession moves towards utilising eviden","cbCaimgxBZw0T3gm","https://ap.wps.com/l/cbCaimgxBZw0T3gm","pdf",841226,64,"English","# Contents\n## Foreword\n## Executive summary\n## Introduction\n## Conclusion\n## Limitations\n## References\n## Appendix 1: Examples of HC metrics\n## Appendix 2: Summary of case studies\n## Appendix 3: Methods for conducting the literature review","[{\"question\":\"What is the purpose of the technical report?\",\"answer\":\"The report investigates how published academic literature considers the value and impact of human capital metrics and analytics, focusing on three key questions about theory, standards, and case studies.\"},{\"question\":\"Which aspects of human capital analytics does the report examine?\",\"answer\":\"It examines how HR data and human capital analytics are reported in academic literature, the role of standards and regulation, and how academically published case studies describe analytics practice.\"},{\"question\":\"Why is an evidence base important for HR professionals, according to the foreword?\",\"answer\":\"It supports capable, evidence-based HR and improves the quality of workforce-impacting decisions, enabling HR leaders to make more effective choices as they use evidence and data in organisations.\"}]","Human capital metrics and analytics - assessing the evidence of the value and impact of people data - Technical report - May 2017 | PDF",1791921566,22]