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Cincinnati Bengals Take a ‘Moneyball’ Approach to Talent Evaluation

Cincinnati Bengals Take a ‘Moneyball’ Approach to Talent Evaluation | HR Analytics and Big Data @ Work | Scoop.it
The success of the Oakland A's in using data to evaluate baseball players has inspired the Cincinnati Bengals to bring a similar approach to the gridiron.
Tony Brugman (Bright & Company)'s insight:

'Moneyball' does not work in the NFL. Football is not baseball. "At least that was the prevailing wisdom."

 

Now, inspired by 'Moneyball' the Cincinnati Bengals experimented with exploring the use of data analytics to predict the performance of players. "Starting with the 2015 season, the team will use data to assess all the players on the team and free agents and generate two scores: How much do they contribute on the field and how durable are they?"


Great example of talent analytics!

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How the spreadsheet-wielding geeks are taking over football

How the spreadsheet-wielding geeks are taking over football | HR Analytics and Big Data @ Work | Scoop.it
The statistical revolution comes to the pitch.
Tony Brugman (Bright & Company)'s insight:

Moneyball comes to Soccer! Simon 'Soccernomics' Kuper reviews the book 'The Numbers Game' from Chris Anderson and David Sally, a new book on Soccer Analytics. Kuper's view on this book: "The book is a valuable addition to the scarce literature at a time when pioneers inside football are only just starting to work out which stats matter, while people outside the game still scarcely know that anything is changing."

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How to make more money, hire the right people, or find a better job, with a lesson from Moneyball and US sports teams

How to make more money, hire the right people, or find a better job, with a lesson from Moneyball and US sports teams | HR Analytics and Big Data @ Work | Scoop.it
A young British entrepreneur has returned from an American adventure with a documentary and manifesto to help firms hire better people - and it could help you get a better job too.
Tony Brugman (Bright & Company)'s insight:

One of the better HR Analytics articles around, based on research by Rob Symes, who went to America to "learn about hiring from sports-mad data geeks" and to make a documentary about it ("The Outside View"). Among the list of people he interviewed are George Anders (Author, The Rare Find), Kevin Roberts (CEO, Saatchi and Saatchi), Daniel Kahneman (Nobel Prize winner) and Simon Kuper (Author, Soccernomics).

 

Interestingly, Symes warns us against the human bias: "Recruiters and scouts love to draw big conclusions from one attribute, but what behavioral economists will tell you is that this is very, very dangerous because you’re drawing massive conclusions from small amounts of data.'

 

Looking forward to see the full documentary The Outside View!

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Will Moneyball Analytics Kill Loyalty and Leadership?

Will Moneyball Analytics Kill Loyalty and Leadership? | HR Analytics and Big Data @ Work | Scoop.it
Past achievements mean nothing if you don't have future potential.
Tony Brugman (Bright & Company)'s insight:

Provoking article and ditto discussion on HBR. The author, Michael Schrage (MIT Sloan), discusses whether employees (from pro athletes to business marketers) gain their importance through results from the past or based on future value. According to the writer, the increasing use of 'Moneyball'-inspired analytics and metrics will also increase the emphasis on the latter.

 

"You are what the analytics predict you will be. That changes the social — as well as the professional — contract."

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Proprietary Metrics — the Next Big Thing in Talent Management - ERE.net

Proprietary Metrics — the Next Big Thing in Talent Management - ERE.net | HR Analytics and Big Data @ Work | Scoop.it

"I am a strong advocate of what I call “parallel benchmarking,” which is borrowing the proven best practices from completely different industries and functions. This article advocates the borrowing and the adaptation to talent management of what are known as “proprietary metrics” from the baseball industry. Proprietary metrics get their name because they cover metrics that are so powerful that they are “owned” and their components are therefore not shared."

Tony Brugman (Bright & Company)'s insight:

John Sullivan introduces Proprietary Metrics, another great Baseball invention coming to HR (Analytics)!

 

Interestingly, metrics can be used as a competitive advantage:

"Proprietary metrics in both baseball and talent management by definition are unique and valuable, so the data used, the methods for collecting the data, and the components in the metric formula are all treated as valuable secrets. This exclusive or limited use allows executives using the proprietary metrics to make better talent decisions than their competitors."

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Moneyball, Big Data, And The Data Scientist

Ari Kaplan is a leading figure in the Major Leagues for revolutionizing and modernizing player assessment. In this episode of Forrester TechnoPolitics, Mike ...
Tony Brugman (Bright & Company)'s insight:

Nice short Forrester video interview with Ari Kaplan, "a real moneyball guy". Kaplan has worked with more than half of all the MLB organizations to evaluate players for maximum return on the baseball club's investment. He combines computer science, data science and business knowledge to get the wanted results for the teams he works with.

 

Read also the accompanied blog post at Forrester: http://blogs.forrester.com/mike_gualtieri/13-07-09-moneyball_big_data_and_the_data_scientist

 

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MONEYBALL AT WORK: They've Discovered What Really Makes A Great Employee

MONEYBALL AT WORK: They've Discovered What Really Makes A Great Employee | HR Analytics and Big Data @ Work | Scoop.it

Hiring decisions have always been limited to a few imperfect factors, including what appears on a resume and what impression a candidate gives off in an informal interview
.



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

Great post at Business Insider on how Moneyball changed the game (the hiring game to be exact!) As Linkedin’s VP Dan Shapero says it: "Recruiting has always been an art, but it’s becoming a science."

 

The article describes the ways Moneyball revolutionized the recruitment of people:

-       Making the résumé passé

-       Thinking beyond the college degree and grades

-       Data analysis is replacing the job interview

-       Getting better and more adequate data (even when it’s not visible at first sight)

 

As a bonus the article tells us the (evidence-based) characteristics of what makes a great employee.

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Using Analytics to Win the War for Talent

Using Analytics to Win the War for Talent | HR Analytics and Big Data @ Work | Scoop.it
What do the Oakland A’s, New England Patriots and New Castle United share? They’ve each applied Moneyball techniques to their respective sports.
Tony Brugman (Bright & Company)'s insight:

Great example: How a large US health organisation applied Moneyball to its recruitment!

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