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HR Analytics and Big Data @ Work
Articles, research and reports on HR Analytics, Big Data and related topics
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Dave Ulrich: Don't blow up HR, appreciate and evolve it

Dave Ulrich: Don't blow up HR, appreciate and evolve it | HR Analytics and Big Data @ Work | Scoop.it

"In an exclusive article Dave Ulrich hits back at HR-bashing articles in the popular business press. Rather than ‘blow up HR’, as suggested on the cover of the latest Harvard Business Review, we should appreciate it and evolve it, Ulrich argues."


Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Enough with the mud throwing party! The maestro himself, Dave Ulrich, personally adds his contribution to the "HR? Yes/No/Yes/No"-debate.

 

With a positive note he argues that "much is going well for innovative HR. (..) The dated strawman of HR is out of date. Innovative HR exists." According to Ulrich, rather than seeing obstacles, in order to move forward we need to learn to appreciate HR and focus more on the (future) possibilities of HR.

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Andrée Laforge's curator insight, July 24, 9:22 AM

Voici ce que Dave Ulrich a à dire sur le dernier numéro du Harvard Business Review : It's time to blow-up HR.

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4 Approaches Everyone In HR Analytics Should Be Using

4 Approaches Everyone In HR Analytics Should Be Using | HR Analytics and Big Data @ Work | Scoop.it
Here's a short overview of the 4 most common predictive HR analytics approaches or methodologies that everyone in HR should be using over and over again.
Tony Brugman (Bright & Company)'s insight:

No-nonsense, clear-cut stuff by iNostix: 4 HR Analytics approaches and examples (Clustering, Driver Analysis, Risk Scoring and Forecasting).

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What People Analytics Can’t Capture

What People Analytics Can’t Capture | HR Analytics and Big Data @ Work | Scoop.it
Old-school tools still matter.
Tony Brugman (Bright & Company)'s insight:

Good critical piece by Leadership expert Daniel Goleman. He points out the possible weakness of using analytics in assessing people and management performance.

 

For example, "using an outcome metric like an executive’s earnings performance, while ignoring his role as a boss and his impact on the morale, loyalty, focus, and stress levels of his direct reports, may result in a false indication of who’s really the best boss."


Lots of 'soft' aspects are not easily captured with analytics. "Character traits like integrity and compassion (which) are surprisingly strong drivers of business success."


"The biggest objection comes from the fact that the strongest predictor of a person’s future behavior is their past performance itself. And that performance gets evaluated best by people who know that person well."

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Earning Consumer Trust in Big Data: A European Perspective on Regulatory Issues and Legal Risks | BCG

Earning Consumer Trust in Big Data: A European Perspective on Regulatory Issues and Legal Risks | BCG | HR Analytics and Big Data @ Work | Scoop.it
As BCG research has shown, consumer trust is the key to unlocking big data’s full value potential; without such confidence, billions of euros in future economic and social value might be lost.

Earning Consumer Trust in Big Data: A European Perspective, a new report by The Boston Consulting Group and global law firm DLA Piper, addresses the competing interests of businesses, consumers, and governments. Specifically, the report examines the unique legal approach to data protection and privacy that the European Union (EU) is taking.
Tony Brugman (Bright & Company)'s insight:

Interesting report by BCG and DLA Piper addressing legal, security and privacy issues of consumer Big Data use by companies and governments in Europe.

 

According to the report earning consumer trust in Big Data is key! "It takes time to gain it, but an instance to lose it". The report gives insights, case examples and tips for mitigating potential issues and risks.

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HR is being left behind! Data analytics are fundamental to everyone else…not HR?

HR is being left behind! Data analytics are fundamental to everyone else…not HR? | HR Analytics and Big Data @ Work | Scoop.it
HR and Resourcing often talk about utilising data analytics, but are we really using them? Predictive analytics is paramount to the success of other departments such as Supply Chain and Logistics… so why not in HR? HR and Resourcing is unique because we get to work with and have an in-depth insight into every other department. We see how accurate and efficient they are, the systems they use and their automated processes. These systems and processes allow other departments to make decisions based
Tony Brugman (Bright & Company)'s insight:

"Other functions are racing ahead and optimising efficiency by using data analytics. However, HR has been rogue for too long."


How many of these articles we will have to read until the big shift?

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Shane Badeloe's curator insight, July 30, 2:58 AM

Even though you manage different things - people vs goods - it still needs to be monitored closely. #HR #analytics should get more attention!  

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Organisations failing to prioritise workforce analytics - HR Magazine UK

Organisations failing to prioritise workforce analytics - HR Magazine UK | HR Analytics and Big Data @ Work | Scoop.it
Almost four in 10 (38%) senior business and HR leaders have little, basic or no knowledge of workforce analytics, according to research from HR management software company Fairsail.
Tony Brugman (Bright & Company)'s insight:

New survey on usage of HR Analytics, shows the 'usual' overview: only a small group (14% of the respondents) does benefit from the use of HR Analytics, while a much larger group of 69% is limited to basic data surveys and reporting.

 

“Despite the focus and discussions around intelligent data and analytics there is a worrying gap between the possible and the actual.”

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HR Analytics - 10 years behind

HR Analytics - 10 years behind | HR Analytics and Big Data @ Work | Scoop.it
HR analytics are 10 years behind - how did we let the situation come this far?

Via David Green
Tony Brugman (Bright & Company)'s insight:

Nothing new here, but a wake-up call nevertheless for HR: "As an industry, HR is Analytically speaking… about ten years behind. (We have) been applying the analytical models ten years ago that most HR departments only now seem to have started working with.”


Interesting blog by HR Analytics guru Luk Smeyers (iNostix): "Oops"

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Steven Marshall geeft implementatietips HR Analytics

Steven Marshall geeft implementatietips HR Analytics | HR Analytics and Big Data @ Work | Scoop.it

HR Analytics is de laatste jaren een toverwoord geworden binnen het HR landschap. Ondanks de vele voordelen worstelen veel HR-managers om HR Analytics goed onder de knie te krijgen. Op Consultancy.nl doet Steven Marshall van Bright & Company uit de doeken hoe (HR) managers direct aan de slag kunnen gaan met HR Analytics.

Tony Brugman (Bright & Company)'s insight:

(In Dutch) Bijdrage op Consultancy.nl met colleqa Steven Marshall over praktische aanwijzingen om aan de slag te gaan met HR Analytics.

 

1. Link met de business2. Vervang intuïtie niet door cijfers, maar laat ze elkaar aanvullen!3. Vertaal resultaten naar concrete acties!4. Begin klein!5. Learning by doing6. Integreer in je HR-processen
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Tech Insights: The Importance of Data Scientists in HR Technology

Tech Insights: The Importance of Data Scientists in HR Technology | HR Analytics and Big Data @ Work | Scoop.it
Data scientists are becoming important in HR technology. I had thought the big thing about SimplyHired was that they were good at scouring the web for job openings and putting them in one …

Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Interesting point-of-view on the role of data scientists in HR Technology.  The claim: Hiring good data scientists is just as important as having programmers.


Why: 1) HR Technology vendors are getting far ahead of HR to understand what they are doing, 2) Big decisions often need deep insight into the data

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Andrée Laforge's curator insight, May 19, 3:44 PM

On a tous besoin d'un bon data scientist en RH...

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Beware Spurious Correlations - HBR

Beware Spurious Correlations - HBR | HR Analytics and Big Data @ Work | Scoop.it
Analytical sleight of hand can mislead managers.
Tony Brugman (Bright & Company)'s insight:

Good insights from this HBR article on the dangers of seeing correlations in data graphs and charts.

 

Beware: "When we see lines sloping together, bars rising together, or points on a scatterplot clustering, the data practically begs us to assign a reason. We want to believe one exists."


However, it often is more of a "visual parlor trick to imply a relation."

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Study: Businesses Embracing Big Data but Hurdles Remain for Success

Study: Businesses Embracing Big Data but Hurdles Remain for Success | HR Analytics and Big Data @ Work | Scoop.it

"While companies are racing toward implementing Big Data initiatives, a recent Xerox study says there are significant issues slowing the capture of value. Business executives said there are a wide range of challenges in implementing Big Data strategies, including data security, privacy and data quality."

Tony Brugman (Bright & Company)'s insight:

Results from a Xerox-Forrester study amongst top-level execs from Western European companies "paints a portrait of the Big Data business journey".


Overall "the large majority of companies are moving forward with big data technology (..) but there’s also a wide range of issues that keep executives up at night.”


The study cites three key trends:

- Big data > gut-feeling in decision-making: 61% say decisions made in 2015 are likely to be based more on data-driven intelligence than factors such as gut feeling, opinion or experience

 

- Inaccurate data = costly: 70% encounter inaccurate data, 46% believe it's has negative impact on business

 

- Data security and privacy = big challenge: 37% rate data security and privacy as one of their biggest challenges when implementing big data strategies

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Rise Of The Quants — Again

Rise Of The Quants — Again | HR Analytics and Big Data @ Work | Scoop.it

I graduated from Stanford in the late 1980s with a dual degree in engineering and economics, and, like so many others of my day, I was drawn to Wall Street.


Via David Green
Tony Brugman (Bright & Company)'s insight:

Back to the future... Nice story about the (re)invasion of algorithms and analytics in the financial sector.

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What we learned about HR Analytics in 2014 - Part 2

What we learned about HR Analytics in 2014 - Part 2 | HR Analytics and Big Data @ Work | Scoop.it
Read about the most important HR Analytics lessons from 2014, collected by Luk Smeyers from iNostix, one of Europe's most sought after HR Analytics Experts.
Tony Brugman (Bright & Company)'s insight:

Excellent read! Part 2 of Lessons Learned by HR Analytics experts iNostix (Read Part 1 here: http://www.inostix.com/blog/en/14-hr-analytics-lessons-2014-part-1/)

 

Their lessons from 2014 include:

- Forget ‘big data’ at the start

- You can start tomorrow!

- Make HR analytics into a continuous process (instead of loose projects)

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It’s Embarrassing: Every Business Function Measures Quality, Except Recruiting

It’s Embarrassing: Every Business Function Measures Quality, Except Recruiting | HR Analytics and Big Data @ Work | Scoop.it
Recruiting Is Literally the Last Function to Measure It’s Output Quality Quality is such an easy-to-understand thing. It is an improvement in performance a

Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Whoops! (Great analysis as always by ERE's John Sullivan!)

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Andrée Laforge's curator insight, July 28, 8:00 AM

Super article de John Sullivan sur la qualité de l'embauche!

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HR: Life After HR Analytics - HR As A Profit Centre!

HR: Life After HR Analytics - HR As A Profit Centre! | HR Analytics and Big Data @ Work | Scoop.it
With the global economic challenges that HR have faced over the past five years or so it’s not surprising that HR has tended to focus on process efficiency which has meant ongoing trade-offs between quality and cost. Finance and budgeting challenges will always drive such an approach but this is where data based business cases (based on business assumptions and data trends) has never been more important to HR. Without it the focus is on solely reducing cost whereas the focus should also be upon

Via Hendrik Feddersen
Tony Brugman (Bright & Company)'s insight:

Good Linkedin post in favor of more business-driven/minded HR through the use of HR Analytics.

 

The author foresees a bright future for HR when fully embracing HR Analytics:

"Analytics is shifting the expectations of HR and their internal clients, (..) the ultimate outcome of an analytics approach to HR is not that we are more numerate but that we become a profit centre in our own right not just a cost centre."

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Talent Analytics: Old Wine In New Bottles?

Talent Analytics: Old Wine In New Bottles? | HR Analytics and Big Data @ Work | Scoop.it
A day does not pass without my receiving multiple emails announcing webinars, publications, and workshops focused on talent analytics. Talent analytics has become an important area in both consulting firms and corporations. Most of the discussion of analytics emphasizes how much can be gained by better talent utilization and the ability [...]
Tony Brugman (Bright & Company)'s insight:

Great perspectives given by HR and Management guru Edward Lawler on the importance and rise of Talent Analytics.

 

"Without the right kind of culture, leaders who demand data-based talent decisions, and good storytelling, the availability of data is not likely to make a great difference in how organizations manage their talent. For example, they will still make most hiring decisions based on interviews, which have little to no predictive validity!"

 

Creating new wine is not enough, we definitely need new bottles too!

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How HR Analytics Can Help You Predict Work Accidents - Case Study

How HR Analytics Can Help You Predict Work Accidents - Case Study | HR Analytics and Big Data @ Work | Scoop.it
Read about this amazing HR Analytics project demonstrating the power of combining previously isolated data sources such as manufacturing and workforce data.
Tony Brugman (Bright & Company)'s insight:

Good Case Study article by iNostix on the importance of HR Analytics in another field of work: work place safety and prevention of accidents.

 

"HR Analytics crucial to future safety approach."

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Can an Algorithm Hire Better Than a Human?

Can an Algorithm Hire Better Than a Human? | HR Analytics and Big Data @ Work | Scoop.it
Start-ups say they can eliminate biases and create more skilled and diverse workplaces, but data science will probably need human supervision.
Tony Brugman (Bright & Company)'s insight:

Read a similar story in NYT a while ago. As Luk Smeyers from @inostix mentioned: "Same story, new players". 

 

Automated job search and hiring, "a new wave of start-ups — including Gild, Entelo, Textio, Doxa and GapJumpers" are jumping on the bandwagon.

 

Doomsayers can take a breath of relief, since the article also notes the importance of people in the hiring process: "Human expertise is still necessary. And data is creating a need for new roles, like diversity consultants who analyze where the data shows a company is lacking and figure out how to fix it."

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When Health Care Gets a Healthy Dose of Data | MIT Sloan Management Review

When Health Care Gets a Healthy Dose of Data | MIT Sloan Management Review | HR Analytics and Big Data @ Work | Scoop.it
American health care is undergoing a data-driven transformation — and Utah’s Intermountain Healthcare is leading the way.
Tony Brugman (Bright & Company)'s insight:

Extensive MIT Sloan Management Review case study article of a major healthcare organisation that worked on building a data and analytics culture throughout the organisation. Not without results: "Data-driven decision making has improved patient outcomes in (its') cardiovascular medicine, endocrinology, surgery, obstetrics and care processes — while saving millions of dollars in procurement and in its the supply chain."

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Debunking Five Predictive HR Analytics Myths

Debunking Five Predictive HR Analytics Myths | HR Analytics and Big Data @ Work | Scoop.it
What prevents companies from using predictive analytics for purposes of managing human capital? The big hang-ups are around five interrelated myths.
Tony Brugman (Bright & Company)'s insight:

Good reflection from HR Analytics practitioners on suggested HR Analytics myths in an article at CFO.com. 

 

In reply to the CFO.com article, HR Analytics experts iNostix asked two HR Analytics practitioners (Patrick Coolen from ABN-Amro, Esther Bongenaar from Shell) their opinion on the proposed ‘Five Myths about Predicting Workforce Behaviours’ (http://ww2.cfo.com/people/2013/03/five-myths-about-predicting-workforce-behaviors/)

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Real examples of HR analytics in action - and data scientists in HR

Real examples of HR analytics in action - and data scientists in HR | HR Analytics and Big Data @ Work | Scoop.it

"Can you give us some concrete examples of how companies can make better decisions by manipulating and using data and insight? What metrics are they using?"


Via David Green
Tony Brugman (Bright & Company)'s insight:

Brought to you by Workforce Analytics vendor Visier, some 'real examples' of HR Analytics. In his examples, the author (Visier's director) mentions several success factors when performing HR Analytics:

 

1) "It is not the standalone metrics that brings the insight, but the ability to quickly build comparisons, identify trends and find outliers that makes the difference."


2) "Turning critical questions into a single number allows for powerful insight (and comparison) across the organization."


3) "The opportunities to add value through HR practices come more from stopping the wrong outcome from happening, than from reporting on what has happened."


4 "Instead of using the old indicators (/ usual suspects) to estimate behavior modern analytics technology applies algorithms that take into account many additional factors to refine the prediction of expected behavior."

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C-level and HR leaders must embrace evidence-based HR or risk losing ground: KPMG International report

C-level and HR leaders must embrace evidence-based HR or risk losing ground: KPMG International report | HR Analytics and Big Data @ Work | Scoop.it
Report reveals 82 percent of organizations expect to begin or increase use of analytics in the people function in the next three years, modest increase over 2012 but doubts remain about HR’s strategic value.
Tony Brugman (Bright & Company)'s insight:

New survey on data-driven HR by KPMG and The Economist Intelligence called 'Evidence-Based HR: The Bridge Between your People and Delivering Business Strategy'. Main outcome of the survey is that "Evidence-based HR (is) still at embryonic, pioneering stage".


Other main outcomes are:

 

- 55 percent remains skeptical about the potential of Big Data and advanced analytics to make a real difference to the HR function


- 82 percent expects their organization to either begin or increase the use of Big Data and advanced analytics over the next three years


- Corporate culture is cited as the single largest obstacle to the use of evidence in people management (32 percent), followed by lack of skills and resources (30 percent) and the quality of the data (29 percent)

 

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Should Your Voice Determine Whether You Get Hired?

Should Your Voice Determine Whether You Get Hired? | HR Analytics and Big Data @ Work | Scoop.it
Voice profiling is a promising, but tricky, new technology.
Tony Brugman (Bright & Company)'s insight:

Cool HBR piece on HR Technology innovation: using voice profiling to recruit new employees (e.g. for sales and customer service). "The use of computer-based algorithms to predict job fit based on an analysis of a candidate’s voice."

 

Further scientific research is needed to improve accuracy of the technology. Also, the authors/researcher say "we should think carefully about the ethical implications of adopting this method". 

 

"Until we are able to understand precisely how a person’s voice may contribute to organizational effectiveness, and whether it does so better than alternative attributes that a candidate can control, we should regard voice profiling only as an interesting experiment.

 

Also read:

http://www.npr.org/sections/alltechconsidered/2015/03/23/394827451/now-algorithms-are-deciding-whom-to-hire-based-on-voice

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Why Not Turning HR Metrics Into Predictive HR Analytics?

Why Not Turning HR Metrics Into Predictive HR Analytics? | HR Analytics and Big Data @ Work | Scoop.it
For a recent project iNostix has developed a shortlist of Talent Metrics and turned them into a corresponding list of Predictive HR Analytics to learn from.
Tony Brugman (Bright & Company)'s insight:

Nice overview from HR Analytics experts of iNostix. Clear-cut and simple!


"Believe it or not but for any descriptive HR Metric (looking at the past) several predictive questions (looking at the future) can be developed. It’s not that difficult, it’s a matter of a different perspective."

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The Talent Dividend | MIT Sloan Management Review

The Talent Dividend | MIT Sloan Management Review | HR Analytics and Big Data @ Work | Scoop.it

The 2015 Data & Analytics Report by MIT Sloan Management Review and SAS finds that talent management is critical to realizing analytics benefits.


Via David Green
Tony Brugman (Bright & Company)'s insight:

Updated report by MIT SMR and SAS focuses on the recruitment and management of analytics talent, because talent management matters when it comes to analytics: "The study finds that organizations achieving the greatest benefits from analytics are also much more likely to have a plan for building their talent bench."


Another interesting finding from the study is that despite the increase in data, it does not lead to more insights per se. "Access to useful data has steadily risen, but companies are less effective at applying insights to strategy."

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