Benjamin Friedrich
Benjamin Friedrich

STRATEGY
Donald P. Jacobs Scholar
Assistant Professor of Strategy

Print Overview

Benjamin Friedrich received his PhD in Economics from Yale University in 2016. He is currently a Donald P. Jacobs Scholar and Assistant Professor in the Department of Strategy. Professor Friedrich's main research interests are in labor and personnel economics, and his work frequently overlaps with topics in international trade and health care. His research combines administrative panel data sources to study the interaction of firms and employees, with a particular focus on hiring and promotion strategies of firms and on worker career paths within and across organizations.



Print Vita
Education
Doctor of Philosophy, 2016, Economics, Yale University
Masters of Philosophy, 2013, Economics, Yale University
Masters of Arts, 2012, Economics, Yale University
Masters of Science, 2010, International Economics and Finance, University of Tuebingen
Bachelor of Science, 2008, International Economics, University of Tuebingen

Academic Positions
Assistant Professor of Strategy, Strategy, Kellogg School of Management, Northwestern University, 2017-present
Donald P. Jacobs Scholar, Kellogg School of Management, Northwestern University, 2016-2017

Print Research
Working Papers
Friedrich, Benjamin and Martin Hackmann. 2017. The Returns to Nursing: Evidence from a Parental Leave Program.
Friedrich, Benjamin, Luigi Pistaferri, Costas Meghir and Lisa Laun. 2016. Earnings Dynamics and Firm-level Shocks.
Friedrich, Benjamin. 2015. Trade Shocks, Firm Hierarchies and Wage Inequality.
Friedrich, Benjamin. 2016. Internal Labor Markets and the Competition for Managerial Talent.

 
Print Teaching
Full-Time / Evening & Weekend MBA
People Analytics and Strategy (STRT-440-0)
This course was formerly known as MGMT 440
Hiring, developing and retaining the right employees is crucial for success in modern firms. Big data is transforming how firms recruit and develop talent. Hiring, training and promotion practices increasingly rely on both economic principles and quantitative analysis. The purpose of this course is to introduce a powerful set of economic concepts for human resource management and to use analytics to make better informed decisions on personnel strategy. For example, we will use statistical software to predict the potential of applicants to improve hiring decisions or we will use experimental designs to evaluate the effectiveness of training and talent development programs. Examples of additional topics covered in the course are productivity estimation, turnover and employee satisfaction, promotions, and discrimination. In modern firms, these topics take up a significant mindshare of CEOs and other senior leaders. This course is designed for MBA students who aspire to start, lead, and build businesses; this is not a course for those interested in careers as administrators of human resource management systems..