Will provide instructionsHR485M5-5: Interpret human resource metrics. Organizations use metrics to...

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Will provide instructionsHR485M5-5: Interpret human resource metrics. Organizations use metrics to make key decisions and improve processes. Human resources makes use of a number of metrics and analytics related to human capital performance. In this assessment, you will compose a 4- to 5-page paper. In 1–2 pages, you will review journal articles and books, and summarize those sources you find to be the most relevant to the topic of human resource metrics and analytics in an annotated bibliography. You will then describe why analytics are important to use and which metrics you would use if you were a human resource manager. Part 1: Bibliography Your annotated bibliography will include at least six sources. The sources can include the two reading sources included in the reading section of this module and four other sources. Your sources should be limited to Purdue Global Library articles, journals, and relevant HR websites that demonstrate academic rigor. Definition of an Annotated Bibliography An annotated bibliography is an organized list of sources, each followed by critical commentary (annotations). In general, these annotations include a description of the content and focus of the book or article; identification of the useful value added from including this source in your research; an evaluation of the content, logic, structure, validity, and credibility; and your reactions to the source. Annotate: "To furnish (a literary work) with critical commentary or explanatory notes" (The American Heritage Dictionary, 1982). Bibliography: "A list of writings related to a single topic" (The American Heritage Dictionary, 1982). You should use the Library and other academic websites to research your articles. For each source you present, state the full APA 6th edition formatted reference followed by the annotation. The annotation will provide your review of the source in a summary paragraph that includes the following: Description: A description of the content and focus of the book or article and any conclusions the author(s) may have made. Relatedness: How is the content related to human resource metrics and analytics? Usefulness: What is the value of this information? Part 2: Metrics and Analytics Organizations use metrics to make key decisions and improve processes. Human resources makes use of a number of metrics and analytics related to human capital performance. In this part of the assessment, you will describe why analytics are important to use, and what metrics you would use if you were a human resource manager. Based on your reading of the chapters below located in the Purdue Global Library, answer the following questions in a 2- to 3-page paper. Fitz-enz, J. (2010). The new HR analytics: Predicting the economic value of your company's human capital investments. New York, NY: AMACOM. Chapters 2, 3, and 6 Why is it important to use human resource analytics? If you were a human resource manager, how would you make use of descriptive and prescriptive analytics? How would you avoid four common errors made with metrics? NOTE::: The instruction specifaclly say to do a reference page and title page plus 4 pages. Also this needs to be a Annotated Bibliography

Abhishek · Accepted Answer

Running Head: HUMAN RESOURCE MANAGEMENT					1
HUMAN RESOURCE MANAGEMENT 							10
HUMAN RESOURCE MANAGEMENT
Table of Contents
Part 1: Annotated Bibliography	4
Source 1:	4
Description:	4
Relatedness:	4
Usefulness:	4
Source 2:	4
Description:	5
Relatedness:	5
Usefulness:	5
Source 3:	5
Description:	5
Relatedness:	6
Usefulness:	6
Source 4:	6
Description:	6
Relatedness:	6
Usefulness:	7
Source 5:	7
Description:	7
Relatedness:	7
Usefulness:	7
Source 6:	7
Description:	8
Relatedness:	8
Usefulness:	8
Part 2: Metrics and Analytics	9
Introduction	9
Significance of Using Human Resource Analytics	9
Using Descriptive and Prescriptive Analytics as HR Manager	9
Avoiding Four Common Errors Made with Metrics	9
Conclusion	10
References	11
Part 1: Annotated Bibliography
Source 1: 
Kassick, D. (2019). Workforce analytics and human resource metrics: Algorithmically managed workers, tracking and surveillance technologies and wearable biological measuring devices. Psychosociological Issues in Human Resource Management, 7(2), 55-60 Retrieved from https://eds-b-ebscohost-com.libauth.purdueglobal.edu/eds/pdfviewer/pdfviewer?vid=0&sid=2e06c006-3d61-4bea-802f-3999b49c0756%40pdc-v-sessmgr01
Description: 
Survey data from various reputed companies have been driven in the paper by Kassick (2019) to estimate the process of workforce analytics used by the HRM for improving the business outcome through structural equations. Big data analytics is a reliable source operating in numerous businesses, which will lead to better strategic and convenient business dealings. 
Relatedness: 
Human resources can be more precise in employee investment programs through human capital acquisition, workforce engagement and developing analytics. 
Usefulness: 
The findings of this study have suggested that big data analytic cab be a useful software that can be used as a suggestive technology that can provide information regarding employee performance and employee behaviors.
Source 2:
Meyers, T. D., Vagner, L., Janoskova, K., Grecu, I., & Grecu, G. (2019). Big data-driven algorithmic decision-making in selecting and managing employees: Advanced predictive analytics, workforce metrics and digital innovations for enhancing organizational human capital. Psychosociological Issues in Human Resource Management, 7(2), 49-54 Retrieved from https://eds-b-ebscohost-com.libauth.purdueglobal.edu/eds/pdfviewer/pdfviewer?vid=0&sid=58d867e5-61a0-4f70-90a4-9a84dfe154bb%40pdc-v-sessmgr02
Description: 
As stated by Meyers, Vagner, Janoskova, Grecu and Grecu (2019), the determinants that affect companies in any sector can be analyzed through workforce analytics, which can harness information for predicting personnel where the cloud-based system is reliable sources that can help the human resources gather the employees' information. 
Relatedness:
This digital supervision is helpful with the advancement of human resource metrics. This can make a company stay ahead of that of its competitors in the market. 
Usefulness: 
This can provide insight into how the data-driven techniques can be useful in the decision-making process while selecting and managing the employees. 
Source 3:
Mathew, S., Oswal, N., & Ateeq, K. (2021). Artificial Intelligence (AI): Bringing a New Revolution in Human Resource Management (HRM). Grenze International Journal of Engineering & Technology (GIJET), 7(1), 211–218 Retrieved from https://eds-b-ebscohost-com.libauth.purdueglobal.edu/eds/pdfviewer/pdfviewer?vid=0&sid=3431d7de-046b-4061-b45e-dbfee261e071%40sessionmgr102
Description: 
HR uses various metrics for recruiting the staff to make their decision making an easier process and Artificial Intelligence (AI). However, as argued by Mathew, Oswal and Ateeq (2021), there are associated challenges with this process, such as limited data sets and ethical issues with a high computing power that has been represented in the study. 
Relatedness:
AI can be a useful tool for displaying the correct candidate, better integration of the analytical tools, increased quality of recruitment and better candidate engagement and taking impartial decisions.

HR485M5-5: Interpret human resource metrics. Organizations use metrics to make key decisions and improve processes. Human resources makes use of a number of metrics and analytics related to human...

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