HR Analytics and Big Data @ Work
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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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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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The Real Reason Organizations Resist Analytics

The Real Reason Organizations Resist Analytics | HR Analytics and Big Data @ Work | Scoop.it
Arguments over numbers are really fights over increased accountability and its consequences.

Via Rami Kantari
Tony Brugman (Bright & Company)'s insight:

Must Read HBR blog Article on Analytics, Culture, Transparency and Accountability...

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David Hain's curator insight, January 31, 2013 3:19 AM

Nice take - mirrors my experience with evaluating traing and development initiatives.  Everyone wants the proof but few are prepared to put in the work of gathering and inputting data...

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Fostering a data-driven culture - Economist Intelligence Unit

Tony Brugman (Bright & Company)'s insight:

New Economist Intelligence Unit survey report in cooperation with Tableau Software. Some research findings:

 

** Appreciating the financial power of data **
The survey reveals a clear link between financial performance and use of data. Top-performing companies demonstrating the connection between datadriven decision-making and organisational performance.

** HR relatively untouched **
Some areas within the business remain relatively untouched by data, but probably not for long. Just 11% of respondents rate data as extremely important to the human resources (HR) function, for example.

** Start at the top **
Change often has to start at the top and, without support from the C-suite, it may be impossible to create a data-driven culture. Regarding strategies that have proved successful in promoting a data-driven culture, half of respondents mention top-down mandates and guidance.

** The skills shortage **
Nearly 70% say that it is “somewhat” or “very” difficult to recruit and retain people who are effective at analysing data. Respondents single out a lack of professional expertise among applicants (43%), a shortage of analysts in their sector (35%) and the high salary costs demanded by data specialists (34%) as some of the principal reasons.

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