School: Wharton School of Business
Registration Link: CLICK HERE
Start Date: December 7, 2015
Workload: Not Specified
Grades: This is part of a 5 course specialization from Wharton called Business Analytics. Students can choose to explore course videos, discussions, and ungraded assignments for free, but they won’t be able to submit graded assignments, earn a certificate, or complete a specialization without paying a $95 fee per course.
Instructors: Cade Massey, Martine Haas, Matthew Bidwell
Credentials: Massey teaches courses in negotiation and influence in Wharton’s full-time MBA program (along with strategic decision-making in the executive education program). He describes his research as working “at the intersection of psychology and economics to investigate how behavior departs from rational models.” A veteran lecturer and researcher who previously taught at Fuqua and Yale, Massey has been a finalist for the Helen Karden Moss Anvil Award for teaching quality at Wharton in three of the past four years.
Haas is an associate professor of management at Wharton, where she teaches introduction to management. Formerly a professor at Cornell who holds a Ph.D. from Harvard, Haas’ research focuses on “global teams, knowledge sharing information technology use, managing human capital, implementing strategic capabilities, field research methods, and the sociology & social psychology of organizations.” She is currently the associate editor for the Academy of Management Journal after serving associate editor for the Journal of Organization Design. Before entering academia, she worked for McKinsey and Oxfam.
Bidwell is an associate professor of management who teaches a course on managing established enterprises. During his career, he has earned several outstanding reviewer awards and his most recent work has been published by the Strategic Management Journal, Organization Science, and the Academy of Management Journal. His research “examines new patterns in work and employment, focusing in particular the causes and effects of more short-term, market oriented employment relationships.”
Description: How do managers measure performance? Too often, evaluations are rushed, based on big events and recent feedback. However, a new form of analytics – people analytics – is beginning to revolutionize organizations at the employee, unit, and overall operations levels. Plugging employee-generated data points into algorithms, companies can build profiles that correlate with success. Think of it as “Moneyball” for managers, with the outcomes guiding recruiting performance evaluations, and even job and team designs. In this course, students will learn about the techniques and tools, such as personality tests and backgrounds, used to identify patterns in the people and structures that best yield success.
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