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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Scooped by Tony Brugman (Bright & Company)
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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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Rescooped by Tony Brugman (Bright & Company) from HR Transformation
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The Holy Grail I

The Holy Grail I | HR Analytics and Big Data @ Work | Scoop.it

HR sticks to the story of the value of intangibles like a mobster hangs on to an alibi. It's not hard to believe that people are the heart of the business. It's been painfully hard to quantify it.


Via Andrew Spence
Tony Brugman (Bright & Company)'s insight:

Good piece on HR Examiner blog on a major problem that HR has: HR is an island of (organisation and software) silos.

 

All this affects the effectivenss and adoption of HR Analytics: "The problem, in a nutshell, is that the various siloed pieces of software don’t share basic data structures. Identical data is entered in different systems at different times. The process of keeping the data clean is so manual and so subject to failure that maintenance becomes an end in itself."

 

Fortunately, the blogger sees light at the end of the tunnel: "single code stack, single rules engine SaaS compliant solutions". "In a single code stack, the data does not require maintenance in order to be useful. An interesting consequence is that the number of people who need special spreadsheets declines dramatically in the presence of these tools." "It’s astonishing what can happen when the data structure ceases to be an issue."

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Andrew Spence's curator insight, August 2, 2013 12:05 PM

"A large part of the problem is that HR is an island of silos. It turns out that two decades of increasingly complex enterprise software is partly to blame. The problem, in a nutshell, is that the various siloed pieces of software don’t share basic data structures."


An eloquent and insightful article from John Sumser from HR Examiner

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HR Analytics: Moving from Descriptive to Predictive Analysis - The HR intelligence blog

HR Analytics: Moving from Descriptive to Predictive Analysis - The HR intelligence blog | HR Analytics and Big Data @ Work | Scoop.it
Market leading Predictive HR Analytics experts. Founded by Luk Smeyers and Dr. Jeroen Delmotte.
Tony Brugman (Bright & Company)'s insight:

Must read HR Analytics blog article from colleagues of iNostix!

 

"No matter what, you still need HRIS to know what really happened in the past, but you also need predictive HR analytics to optimize your resources as you look to make decisions and take actions for the future. 


The biggest challenge for HR professionals however is to build the capability and expertise to move from a descriptive, retrospective approach (as in most HR departments) to a future-looking, predictable approach."

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5 Issues to Consider When Adopting Workforce Analytics

5 Issues to Consider When Adopting Workforce Analytics | HR Analytics and Big Data @ Work | Scoop.it
5 Issues to Consider When Adopting Workforce Analytics Data Informed When it came time for The Results Companies to select a workforce analytics application to help identify talent for its worldwide contact centers, the business process outsourcing...

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

5 Considerations from Data Informed when adopting Workforce Analytics solutions. (Or applicable on any common IT solution adoption):
- Determine your goals: what problem you want to solve?
- Strong vendor partnership is key
- Head to the Cloud (SaaS)
- Insist on performance and service quality: quick response time is critical
- Keep expectations realistic and avoid disappointment

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