We already read about Google's scientific approach to management (as part of Project Oxygen). Now, the company wants to study 'how do great teams work': "The way great teams function is much more poorly understood than how to lead people well."
So, more to expect from Google in the coming years!
Corporate Executive Board extracted three valuable lessons from Google's Head of HR Laszlo Bock on HR Analytics: - Data does not lead to perfect decisions - Smart people are more important than smart technology - It’s never too late to use data
Google has the only HR function on the planet that is managed based on “people analytics”
Tony Brugman (Bright & Company)'s insight:
Very extensive report article on the 'secret' HR power of Google: People Analytics. The article describes why you should be envious (and aware at the same time) of Google, in regard to the (analytical) way Google organizes and executes its HR. As the article states: "Google Is a Talent Competitor to Your Firm"
Of course, other firms can learn a lot from Google's People Analytics approach to HR. The author's Top 10 of Google's power:
- (data-driven) Leadership characteristics and the role of managers
- The PiLab
- A retention algorithm
- Predictive modeling
- An effective hiring algorithm - Calculating the value of top performers - Workplace design drives collaboration - Increasing discovery and learning - It doesn’t dictate; it convinces with data
The writers of this Forbes article did further analysis and revealed that "when it comes to data for market predictions, size matters." In other words, in order to really be able to predict the markt with Big Data (such as Google search Trends), the "secret" is "Bigger and Faster Data".
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