Human resources (HR) are rarely expected like
other business functional areas to use synthesized
data because HR groups have been primarily connected
with transactional processing of getting
data into the system and on record for reporting
and historical purposes (Dudley, 2007). For them
soft data do not win at the table; hard data do.
Recently, many quantitative or qualitative techniques
have been developed to support human
resource management (HRM) activities, classi