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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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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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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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The Algorithm That Tells the Boss Who Might Quit

The Algorithm That Tells the Boss Who Might Quit | HR Analytics and Big Data @ Work | Scoop.it
Companies including Wal-Mart, Credit Suisse and Box are analyzing an array of data points to determine who is likely to leave. The idea is for managers to have early warning so they can take action before employees jump ship.
Tony Brugman (Bright & Company)'s insight:

Is it OK for an employer to predict whether an employee has a higher chance or risk to leave the company? Or does this mean a less 'human'-side in HR? This article from WSJ stirred up some debate (100+ comments).

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Why data storytelling is so important—and why we’re so bad at it

Why data storytelling is so important—and why we’re so bad at it | HR Analytics and Big Data @ Work | Scoop.it
Five reasons why data and analytics-based stories are important to organizations, and four reasons why so many people and organizations do it badly or not…
Tony Brugman (Bright & Company)'s insight:

Tom Davenport on the importance of storytelling in combination with data and analytics.

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2015: The Year of the Data Scientist

2015: The Year of the Data Scientist | HR Analytics and Big Data @ Work | Scoop.it
Data science is no longer a niche area. When I first told my friends that I worked with Data Scientists two years ago, their reaction was ‘who?’ Today it is a widely understood and accepted term. I...
Tony Brugman (Bright & Company)'s insight:

4 Reasons why 2015 will be 'the year of the Data Scientist':

 

1. Big and renowned companies use them

2. Data scientist's work is more visible

3. Big Data has become big news

4. Increasing amount of success

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Stop using the term “big data”

Stop using the term “big data” | HR Analytics and Big Data @ Work | Scoop.it
Many think it’s an important concept, and some think it’s revolutionary, but almost everybody wishes for a better, more descriptive name for it.
Tony Brugman (Bright & Company)'s insight:

Clear message by Analytics-guru Tom Davenport. "Big data just doesn’t describe the phenomenon very effectively." He mentions several reasons:

- it's relative (what's big today won't be so large tomorrow)

- new forms of data are not only just 'big'

- sometimes 'big data' isn't 'big' at all

- 'big data' is used (incorrectly) to mean other use of analytics, reporting and business intelligence


Davenport's solution? Use much more disruptive approach to deconstruct 'big data' into words that describe "what you are really interested in doing with these new types of data".

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Becoming an analytics driven organisation to create value

Becoming an analytics driven organisation to create value | HR Analytics and Big Data @ Work | Scoop.it
Becoming an analytics driven organisation to create value 2015
Tony Brugman (Bright & Company)'s insight:

Another study on the implementation and usage of Big Data in organisations, this time by EY.

 

Some findings:

- 81% agree that data should be at the heart of decision making but only 31% have restructured their operations to do this

- 50% cite poor data as a key concern, yet 69% continue to manage big data projects in house

- 47% cite organisational culture as a key challenge to integrating big data

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29 HR Analytics books you should read! (Part 1)

29 HR Analytics books you should read! (Part 1) | HR Analytics and Big Data @ Work | Scoop.it
Which books should you read to get into the HR Analytics expertise field? Our experts have prepared two great lists to start from, this is Part 1.

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

Highly recommended HR Analytics resource by our colleagues of iNostix (http://www.inostix.com/) Check out that list and read those books!

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Privacy report - Marketresponse

Privacy report - Marketresponse | HR Analytics and Big Data @ Work | Scoop.it
Het MarketResponse Privacyrapport 2014 beschrijft hoe Nederlanders met het delen van gegevens met bedrijven omgaan. Met praktische do's en don'ts over hoe organisaties met privacy van klanten moeten omgaan.
Tony Brugman (Bright & Company)'s insight:

Great research report about the view of the Dutch on sharing personal data with companies and privacy issues. Almost 40% of the people is very aloof in sharing their personal information with organisations. And over 60% feels suspicious in giving their information to companies.

 

More interestingly, the researchers found two main groups of people (Sharers and Evaders), and distinguished four types of (non-)sharers: the anxious, the reserved, the pragmatic sharers, and the carefree risk takers.

 

(Unfortunately in dutch only)

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Getting Value From Your Data Scientists | MIT Sloan Management Review

Getting Value From Your Data Scientists | MIT Sloan Management Review | HR Analytics and Big Data @ Work | Scoop.it

"Simply hiring expensive data scientists isn’t enough. To create real business value with data scientists, top management must learn how to manage them effectively."

Tony Brugman (Bright & Company)'s insight:

Good article by analytics expert Jeanne Harris on what businesses can do to get the best out of their data scientists.

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The Analytics Mandate | MIT Sloan Management Review

The Analytics Mandate | MIT Sloan Management Review | HR Analytics and Big Data @ Work | Scoop.it
The 2014 Data & Analytics Report by MIT Sloan Management Review and SAS finds that an analytics culture offers better outcomes.
Tony Brugman (Bright & Company)'s insight:

New research from MIT Sloan Management Review and SAS finds that culture is the most important factor in achieving success with analytics. Interesting report!

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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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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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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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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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People data everywhere: Bringing the outside in

People data everywhere: Bringing the outside in | HR Analytics and Big Data @ Work | Scoop.it
The time has arrived for HR to leverage the valuable insights people data can yield—from both internal and external sources.
Tony Brugman (Bright & Company)'s insight:
Interesting new section in the Deloitte Global Human Capital Trends 2015 report on the use of People Data from both inside and outside your organisation. The highlights are:
1. HR and talent organizations are expanding their HR data strategies by harnessing and integrating external data from social media platforms and other external sources.
2. This trend is accelerating as more employee data appears online. Thirty-nine percent of surveyed companies are now leveraging social data to support efforts around recruiting, engagement, and understanding employment brand.
3. While analytics programs based on internal data can be tremendously valuable, the most powerful solutions will leverage external as well as internal data to inform critical talent decisions.
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How Analytics is Changing People Management

How Analytics is Changing People Management | HR Analytics and Big Data @ Work | Scoop.it
Google has regularly been voted the best company in America to work for – its staff get free meals, generous paid holidays, access to “nap pods” for power-napping during the business day, and are even encouraged to grow their own fruit and vegetables at work.And, despite their old “don’t be evil” motto, Google top brass hasn’t set things up this way simply because they are lovely people. Like everything they do, their decisions were based squarely on data – and in this case the data showed that

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

Good Linkedin blog (from February) by Analytics expert Bernard Marr on the rise and dangers of 'people analytics'. Despite the fact that it is not that difficult to implement and perform, Marr has serious concerns about the possible outcomes.

 

Marr sums it up like this:

"(..) In the age of Big Data analysis, measuring the efficiency of staff, and identifying the factors that may be affecting it, is a relatively simple process. (..) However if implemented in a sloppy or discriminatory fashion, (it) could also lead to serious problems with staff trust, and the level of intrusion into their private lives that they feel."

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Predict your staff's personality using Facebook 'Likes'

Predict your staff's personality using Facebook 'Likes' | HR Analytics and Big Data @ Work | Scoop.it
An algorithm based on 10 Facebook Likes predicted a person's personality better than the average colleague.

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

Cool new research by University of Cambridge and Stanford University, comparing personality questionnaire analysis (by an expert) with computerized analysis of a person's Facebook behaviour (amount of 'Likes').

 

The result: "computer models were able to outperform an average work colleague in analysing a person’s personality."

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Who’s big on big data?

Who’s big on big data? | HR Analytics and Big Data @ Work | Scoop.it

Executives at the helm of organisations today are experimenting with ways that big data can be used to strategically add business value. A survey of more than 395 C-level executives, sponsored by Platfora, shows that senior leaders are optimistic about the capabilities of big data, but many still struggle with big-data applications.

Tony Brugman (Bright & Company)'s insight:

New survey by Economist Intelligence Unit on the use of Big Data by organisations.

 

Key findings include:

* 48% of executives believe big data to be a useful tool

* 23% say big data will revolutionise the way businesses are managed

* 42% of execs cite customer insights and targeting as highest priority for the application of big data (remaining the top priority for the next 3 years)

* 35% think that lack of understanding about how to apply big data

to my role/function within the organisation is the biggest obstacle for big data implementation

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The 25 Hottest Skills That Got People Hired in 2014

The 25 Hottest Skills That Got People Hired in 2014 | HR Analytics and Big Data @ Work | Scoop.it
Believe it or not, 2014 is almost over and 2015 is right around the corner. With a new year comes new opportunities, and around this time we at LinkedIn are typically asked the following question: “Who’s getting hired and what are they doing?”

To get to an answer, we analyzed the
Tony Brugman (Bright & Company)'s insight:

'Statistical Analysis and Data Mining' tops the list of most wanted skills in 2014, according to Linkedin.

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Tony Brugman (Bright & Company)'s curator insight, January 26, 11:00 AM

Thanks to the people of Linkedin we now know what was hot in 2014 (in relation to hiring for skills and competences).

 

"A few skills trends stood out to us when we reviewed the results.

 

1. Investing in science, technology, engineering, and math (STEM)
2. Data. Data everywhere (data storage, retrieval, and analysis)
3. It pays to know a second language
4. Rise of the technical marketer (fueled by digital, online and SEO marketing)"

 

Also, check out the Slideshare (https://www.slideshare.net/linkedin/the-25-hottest-skills-of-2014-on-linkedin) for a overview of the Top 25 skills per nation.

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Big Decisions: Executives Rely More on Experience and Advice Than Data to Make Business-Defining Choices (PwC)

Big Decisions: Executives Rely More on Experience and Advice Than Data to Make Business-Defining Choices (PwC) | HR Analytics and Big Data @ Work | Scoop.it
But Data-Driven Organisations Report Improved Decision Making, EIU/PwC Report Finds• Highly data-driven companies are three times more likely to report significant improvement in making big decisions,
Tony Brugman (Bright & Company)'s insight:

I have missed this publication back in September ('Gut & gigabytes: Capitalising on the art & science in decision making'), but the report by PwC contains some interesting findings on how executives use data in making their strategic decisions.

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100,000 data jobs forecast as EU and IT industry agree €2.5bn plan

100,000 data jobs forecast as EU and IT industry agree €2.5bn plan | HR Analytics and Big Data @ Work | Scoop.it
The European Commission has entered into a pact with Europe’s data industry to invest €2.5bn to put Europe at the forefront of the global data race and create 100,000 new jobs by 2020.
Tony Brugman (Bright & Company)'s insight:

Huge European focus on Big Data, creating tons of jobs and involves a 2.5 billion euro joint-investment by governments and private and public organisations. This could "enable European suppliers to tackle 30pc of the global data market."

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Data as the new currency

Data as the new currency | HR Analytics and Big Data @ Work | Scoop.it
Government is one of the biggest producers of data—and one of the few that deliver data to the public free of charge. Governments already regulate how…
Tony Brugman (Bright & Company)'s insight:

Interesting article from Deloitte on the developments in the 'Data Economy. As data become a new form of currency (or at least a valuable medium of exchange), what is the role of government in all this? Since government can be producer, consumer and facilitator of data at the same time...

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