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1 - 3 of 3 results for: HRMGT ; Currently searching spring courses. You can expand your search to include all quarters

HRMGT 210: Org 2.0: The Analytics of Organization Design

This elective will bring you to the cutting edge of how organizations are (re)-designed using analytics. You will learn about a variety of tools which enable Perception (i.e. understanding what is happening in the organization right now), Prediction (i.e. forecasting what is likely to happen in the future, based on sophisticated extrapolation of past data) and Prototyping (i.e. determining which decisions are likely to be successful based on pilot tests) in organizations. This is a hands-on class: we will rely extensively on group exercises, in which you will be able to learn enough about analytical tools and programming to be able to collaborate with analysts and evaluate their work. You will also have the chance to interact with industry speakers who have been applying these techniques in practice. The suite of new ideas that characterize ¿Org2.0¿ represents a major departure from the mainstream approach to organization design, which relies extensively on copying ¿best practices¿ fro more »
This elective will bring you to the cutting edge of how organizations are (re)-designed using analytics. You will learn about a variety of tools which enable Perception (i.e. understanding what is happening in the organization right now), Prediction (i.e. forecasting what is likely to happen in the future, based on sophisticated extrapolation of past data) and Prototyping (i.e. determining which decisions are likely to be successful based on pilot tests) in organizations. This is a hands-on class: we will rely extensively on group exercises, in which you will be able to learn enough about analytical tools and programming to be able to collaborate with analysts and evaluate their work. You will also have the chance to interact with industry speakers who have been applying these techniques in practice. The suite of new ideas that characterize ¿Org2.0¿ represents a major departure from the mainstream approach to organization design, which relies extensively on copying ¿best practices¿ from other companies, represents organizations as ¿boxes and arrows¿ organization charts, and is typically obsessed with incentive compensation and reporting as the key organizational/HR decisions. In Org2.0, you will learn how to use analytics to find out what works specifically for your company (rather than what worked in others), develop detailed models of interactions among employees (rather than among boxes) to help them collaborate successfully, and think of organization design as a combination of factors which can all be better understood through analytics. This approach has been made possible both by recent theoretical developments in organization design and by access to vast computational power and data arising from digitalization. Some of the skills you will learn include: -Thinking about complex organizations by breaking them down into a few basic building blocks or ¿micro-structures¿ -Using graph theory to map networks of interaction within organizations -Using machine learning to answer the fundamental ¿people¿ questions in organizations: whom to hire, develop and retain? - Prototyping organizational changes in silico using agent-based computational models -Using A/B testing (a.k.a. Randomized Controlled Trials) to know rather than guess which organizational designs will be effective Who should take this course? If you are likely to be involved in strategy execution, post-merger integration, re-organizations, or HR in either a direct or advisory role (regardless of how big or small your company is), this course will put you at the cutting edge of thinking and methodology in these areas. Some of the exercises will involve programming (in the Python language, specifically). However, you DO NOT need to know statistics (beyond that covered in core courses) or computer programming to take and benefit from this course. We will provide technical support and will design exercises in a way that you can focus your energies on mastering the concepts and thinking of solving business problems. The course won't turn you into data analysts, but it will help you manage them.
Terms: Spr | Units: 2
Instructors: Clement, J. (PI)

HRMGT 286: Managing People in the Global Context

The world of work has changed fundamentally - firms are now integrally linked to the global economy and many of you will manage teams of people located in different countries. What are the typical "people" challenges that arise when working across borders? We will answer this question by looking at topics such as hiring, job design, teamwork, training, pay and promotions. We will use exercises, cases from both developed and developing economies and guest lectures.
Terms: Spr | Units: 2

HRMGT 503: People Analytics

How can we use big data, machine learning and artificial intelligence to inform design, hiring, promotion and human resource management processes in organizations? We will discuss the theoretical and practical challenges that these issues present, and the ways by which data can help resolve them. In doing so, we will explore various data analytic methods and different data types, as well as the pitfalls and ethical issues their use introduces.
Terms: Spr | Units: 2
Instructors: Goldberg, A. (PI)
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