My two research streams, people analytics and strategic HR, are situated in the domain of human capital resources (HCR). Human capital is the unique knowledge, skills, abilities and other characteristics (KSAOs) that each individual employee brings with them to their organizations. However, these KSAOs remain an individual property until they are made available for colleagues and the larger organization to utilize and direct toward the fulfillment of tasks in the form of HCR.

Human resource (HR) management scholars and practitioners seek to implement strategies to develop human capital and activate it into a resource that an organization can turn into sustained, competitive advantage. One way that professionals go about this is by designing and implementing HR practices and systems, making bundles of workplace activities, “procedures, and policies that are meant to improve outcomes (e.g., financial performance, turnover, creativity) by improving the work experiences and the KSAOs of employees through programs like benefits, competitive pay, extensive training, and performance incentives. An organization can be conceptualized as a dynamic system of human capital entering, exiting, and interacting with the workplace environment. Both of my research concentrations, strategic HR management and people analytics, are oriented toward understanding the antecedents and the consequences of HR practices and systems, human capital development, and the achievement of a sustained, competitive advantage.

---

*