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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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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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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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Who’s Afraid of Data-Driven Management?

Who’s Afraid of Data-Driven Management? | HR Analytics and Big Data @ Work | Scoop.it
A 2x2 matrix explains.
Tony Brugman (Bright & Company)'s insight:

Data Friend or Data Foe? Read this HBR blog post for explanation of this nice employee typology on embracing data. To be correct, "employees who act on data will do so for two main reasons: to improve their perceived or actual performance." Therefore, there is a simple 2x2 matrix to classify any employee (highly/lowly regarded; high/low performing). 

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Irving Wladawsky-Berger: Why Do We Need Data Science when We’ve Had Statistics for Centuries?

Irving Wladawsky-Berger: Why Do We Need Data Science when We’ve Had Statistics for Centuries? | HR Analytics and Big Data @ Work | Scoop.it

Data Science is emerging as as one of the hottest new professions and academic disciplines in these early years of the 21st century. A number of articles have noted that the demand for data scientists is racing ahead of supply....


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

Although the title is somewhat misleading, this interesting article discusses the need for and required skill set of data-scientists. Fortunately, the author remarks that "beyond access to the appropriate skills" there are cultural and management implications in embracing data science in the business world.

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David Green's curator insight, May 3, 2014 4:23 AM
Interesting perspective this
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The Need for Data Philosophers - OCDQ Blog by Jim Harris

The Need for Data Philosophers - OCDQ Blog  by Jim Harris | HR Analytics and Big Data @ Work | Scoop.it
In my post On Philosophy, Science, and Data , I explained that although some argue philosophy only...
Tony Brugman (Bright & Company)'s insight:

Great blog! Food for Thought: Why We Need Data Engineers, Data Artists and Data Philosophers

 

From the article:

"Data science has a bright future ahead. (..)There will only be more data, and more of a need for people who can find meaning and value in that data.  We’re also starting to see a greater need for data engineers, people to build infrastructure around data and algorithms, and data artists, people who can visualize the data."

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Predicting the Performance of Analytics Talent | MIT Sloan Management Review

Predicting the Performance of Analytics Talent | MIT Sloan Management Review | HR Analytics and Big Data @ Work | Scoop.it
How to hire the right talent to overcome big data project failures.
Tony Brugman (Bright & Company)'s insight:

Two very alarming findings from a recent survey amongst IT professionals. "Fifty-five percent of big data analytics projects are abandoned." With this statement, the article starts in describing the need for more analytical talent, e.g. data-scientists. “Managers lack the right expertise in house to connect the dots around data to form appropriate insights, and that projects lack business context around data.”

 

But there is hope. A Davenport-critic claims to have found the common “fingerprint” of the data scientist, “characteristics that make up a data scientists, beyond education and skill set”. Also, recruiters should go beyond "hire for skills" and focus on the characteristics that can't be learnt.

 

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KDnuggets Exclusive: Talent Analytics on Data Scientist traits and characteristics

KDnuggets Exclusive: Talent Analytics on Data Scientist traits and characteristics | HR Analytics and Big Data @ Work | Scoop.it
We talk to TalentAnalytics about the results of their recent study of Analytics Professionals and discuss some interesting findings about what characterizes data scientists.
Tony Brugman (Bright & Company)'s insight:

Interesting findings on the "sexiest job of the 21st century", according to Tom Davenport, the Data Scientist. Eg. One interesting finding is that 80% of analytics professionals work in small groups of 11 people or less.

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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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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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3 Ways to Build A Winning Big Data R&D Teams

3 Ways to Build A Winning Big Data R&D Teams | HR Analytics and Big Data @ Work | Scoop.it
It’s critical that companies in the big data space have a battle plan for how to recruit, develop and retain exceptional R&D talent.
Tony Brugman (Bright & Company)'s insight:

3 tips from Big Data company Evolve for building a successful Big Data R&D team

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Get the Right Data Scientists Asking the “Wrong” Questions

Get the Right Data Scientists Asking the “Wrong” Questions | HR Analytics and Big Data @ Work | Scoop.it
A great team of analysts is made up more than only number-crunchers.
Tony Brugman (Bright & Company)'s insight:

Intriguing stuff for Data Scientists in this HBR blog post. Sometimes starting with the "wrong" question (eg. the opposite of what you might have in mind) will give you more answers to the problem you want to solve.

 

"The idea that a team should start off on the wrong foot might sound counterintuitive, but our data science team spends a lot of time asking, and experimenting with, “wrong” questions in order to get to the better questions that yield solutions for clients."

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Talent blackhole: Big data specialists thin on ground

Talent blackhole: Big data specialists thin on ground | HR Analytics and Big Data @ Work | Scoop.it
While companies seek to leverage big data against their competitors, the main struggle is a talent shortage, new research indicates.
Tony Brugman (Bright & Company)'s insight:

"By 2015, 4.4 million IT jobs will be created to support big data globally, but only one-third will be filled" Australian research by Hudson shows that 78% of the respondents "feel their business is not currently equipped to undertake a big data initiative, as they lack the relevant skills and competencies."


Hudson proposes key functions required for effective big data management:

* Program leadership

* Data management

* Domain expertise

* Big data analysis

* Big data project management

* Campaign management

* Campaign assessment

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Human Resources: Big Data Benefits and Challenges

Human Resources: Big Data Benefits and Challenges | HR Analytics and Big Data @ Work | Scoop.it

HR managers see improving employee retention as one of the biggest Human Resources Big Data benefits. Learn about other HR Big Data benefits & challenges. from TCS Big Data Study


Via Andrew Spence, HR Trend Institute
Tony Brugman (Bright & Company)'s insight:

A big study by Tata Consultancy Services on Big Data revealed what benefits and challenges Big Data has for HR. The biggest potential benefit HR Big Data has is improving employee retention. At the same time HR managers are struggeling with the focus of their Big Data investments and with the recruitment of data-scientists.

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Andrew Spence's curator insight, April 11, 2013 5:51 AM

There are some great opportunities for big data including improving employee retention and making recruitment campaigns more effective.  However, many multi-national HR functions grapple with getting the basics right with employee data accuracy, consolidating disparate technology platforms, payroll accuracy, headcount reporting etc.  The opportunities are great, but for some solid foundations are needed 1st......

Diego Gerardo Yáñez Segura's curator insight, April 16, 2013 1:07 PM

Comento en este artículo sobre Big Data de los Recursos Humanos, porque me quise enfocar un poco más en lo que se refiere a sistemas de tecnología de información que ayudan al desempeño de una empresa, en este caso, a hacer mas eficiente las operaciones de recursos humanos.

 

Este artículo lo considero interesante ya que nos dice los principales beneficios de Big Data, los cuales son: mejora la retención de los empleados (determina la probabilidad de cada uno de los empleados de presentar la rotación), mejorar la efectividad de las campañas de reclutamiento, así como también medir la moral y el grado de satisfacción de los empleados.

 

Yo recomiendo que las medianas y grandes empresas se den a la tarea de investigar acerca del Big Data, ya que le minimizaría costos en procesos de recursos humanos y tendría una planilla de empleados más uniformes, más productivos y más satisfechos.

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Big Data Is Great, but Don’t Forget Intuition

Big Data Is Great, but Don’t Forget Intuition | HR Analytics and Big Data @ Work | Scoop.it

"It is easier than ever to measure and monitor people and machines, but the technology of Big Data is not without its shortcomings.

 

I’ve written about what is now being called Big Data a fair bit over the years, and I think it’s a powerful tool and an unstoppable trend. But a year-end column, I thought, might be a time for reflection, questions and qualms about this technology."

Tony Brugman (Bright & Company)'s insight:

Criticle article in NYT on the rise of Big Data and the shortcomings it has:

1. The (over?)simplification of reality into models

2. The inflation of the 'data-scientist' function

3. The risk of (unwanted) behavioural influence ("Models do not just predict, but they can make things happen")

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