MIT Sloan | Ms. Environmental Sustainability
GMAT 690, GPA 7.08
Stanford GSB | Mr. Future Tech In Healthcare
GRE 313, GPA 2.0
MIT Sloan | Mr. Agri-Tech MBA
GRE 324, GPA 4.0
Stanford GSB | Ms. Anthropologist
GMAT 740, GPA 3.3
MIT Sloan | Mr. Aker 22
GRE 332, GPA 3.4
UCLA Anderson | Ms. Tech In HR
GMAT 640, GPA 3.23
UCLA Anderson | Mr. Military To MGMNT Consulting
GMAT 740, GPA 3.7
Wharton | Mr. Data Scientist
GMAT 740, GPA 7.76/10
Harvard | Ms. Nurturing Sustainable Growth
GRE 300, GPA 3.4
MIT Sloan | Ms. Senior PM Unicorn
GMAT 700, GPA 3.18
Harvard | Mr. Lieutenant To Consultant
GMAT 760, GPA 3.7
Duke Fuqua | Ms. Consulting Research To Consultant
GMAT 710, GPA 4.0 (no GPA system, got first (highest) division )
Stanford GSB | Mr. “GMAT” Grimly Miserable At Tests
GMAT TBD - Aug. 31, GPA 3.9
MIT Sloan | Mr. Electrical Agri-tech
GRE 324, GPA 4.0
Yale | Mr. IB To Strategy
GRE 321, GPA 3.6
Harvard | Mr. Overrepresented MBB Consultant (2+2)
GMAT 760, GPA 3.95
Kellogg | Ms. Freelance Hustler
GRE 312, GPA 4
Kellogg | Ms. Gap Fixer
GMAT 740, GPA 3.02
Harvard | Mr. Little Late For MBA
GRE 333, GPA 3.76
Cornell Johnson | Mr. Wellness Ethnographer
GRE 324, GPA 3.6
Wharton | Ms. Financial Real Estate
GMAT 720, GPA 4.0
Harvard | Mr. The Italian Dream Job
GMAT 760, GPA 4.0
NYU Stern | Mr. Labor Market Analyst
GRE 320, GPA 3.4
Wharton | Mr. Indian IT Auditor
GMAT 740, GPA 3.8
Berkeley Haas | Mr. LGBT+CPG
GMAT 720, GPA 3.95
Kellogg | Mr. Naval Architect
GMAT 740, GPA 4.0
Harvard | Mr. Navy Submariner
GRE 322, GPA 3.24

Best Free MOOCs In Business For December

People Analytics

School: Wharton School of Business

Platform: Coursera

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.

Review:  No reviews.

Page 10 of 18