@book{Franz2019, author = {Franz, Robert U.}, title = {PreLytica - Prescriptive Analytics}, editor = {Franz, Robert U.}, edition = {1}, publisher = {Shaker Verlag}, address = {Aachen}, isbn = {978-3-8440-6446-9}, doi = {10.25933/opus4-2202}, url = {http://nbn-resolving.de/urn:nbn:de:kobv:522-opus4-22029}, publisher = {Technische Hochschule Brandenburg}, pages = {262}, year = {2019}, abstract = {Dieses Buch ist Teil der Projektdokumentation des Forschungsvorhabens PreLytica der Technischen Hochschule Brandenburg. Das Projekt soll die systematische Erfassung, qualit{\"a}tsgesicherte Integration und entscheidungsrelevante Auswertung von Massendaten erm{\"o}glichen. Mit Hilfe pr{\"a}skriptiver Analytik k{\"o}nnen große, teilweise unstrukturierte Datenmengen zusammengefasst,analysiert und f{\"u}r konkrete Entscheidungen nutzbar gemacht werden. Mittels vorhandener Daten - selbst erfasste Daten genau so wie offen im Internet zug{\"a}ngliche Daten - kann durch Kombination unterschiedlicher Datenquellen neues Wissen generiert werden. Das Forschungsprojekt besch{\"a}ftigt sich mit der Entwicklung zweier prototypischer Anwendungen aus unterschiedlichen Einsatzbereichen. Das Teilprojekt Sport Performance Insight (SPI) mit dem Gesundheitssektor und das Teilprojekt Solar Potential Analytics (SPA) mit dem Energiesek tor. Band 1 der Projektdokumentation besch{\"a}ftigt sich dabei mit Grundlagen zu den beiden Szenarios und dem Aufbau der Prototypen. Es wird die grundlegende Architektur der verwendeten Anwendungen beschrieben. Weiterhin wird die Projektorganisation und Integration in den Forschungs- und Lehrbetrieb am Fachbereich Wirtschaft der Technischen Hochschule Brandenburg beschrieben.}, subject = {Klein- und Mittelbetrieb}, language = {de} } @unpublished{Frosch2019, author = {Frosch, Katharina}, title = {Open Design of HRM Instruments: new perspectives on people management in SMEs}, pages = {1 -- 35}, year = {2019}, abstract = {When it comes to human resource management (HRM), small and medium-sized enterprises (SMEs) primarily rely on informal approaches. Thereby, HR practitioners often listen to their guts feeling instead of using more systematic HR practices that are, as research evidence shows, more effective for attracting, motivating and retaining talented staff. This paper elaborates on the question how SMEs may profit from the design and implementation of evidence-based, systematic HRM instruments. The analysis focuses on the antecedents of the so called science-practitioner gap in HRM and why it is even more pronounced in SMEs as compared to larger companies. As a conclusion, we find that SMEs need to design HRM instruments that are systematic and evidence-based in their approach, but can be used by HR practitioners on an intuitive basis without ex ante training or cumbersome formal procedures. However, designing HRM instruments based on a so-called "walk-up-and-use" approach means beating new paths. Given the scarce resources for people management in SMEs, such innovative HRM instruments cannot be developed by a single SME alone. Therefore, the paradigm of open cooperation as it has been successfully applied in open source software (OSS) development is evaluated , in particular whether it can be transferred on the design of HRM instruments that take into account the specific needs of SMEs. First of all, we conceptualize a general framework how HR practitioners from SMEs and HR experts from business and academia can jointly develop Open HRM instruments. Then we discuss the social side of Open HRM, in particular why someone should contribute to Open HRM without receiving immediate profits, how to ensure the quality of openly developed HRM instruments and other gov-ernance issues. As a conclusion, we find that-despite a number of technical and social challenges that have to be overcome-Open HRM has a great potential in order to open up evidence-based HRM for SMEs.}, language = {de} }