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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Should Your Voice Determine Whether You Get Hired?

Should Your Voice Determine Whether You Get Hired? | HR Analytics and Big Data @ Work | Scoop.it
Voice profiling is a promising, but tricky, new technology.
Tony Brugman (Bright & Company)'s insight:

Cool HBR piece on HR Technology innovation: using voice profiling to recruit new employees (e.g. for sales and customer service). "The use of computer-based algorithms to predict job fit based on an analysis of a candidate’s voice."

 

Further scientific research is needed to improve accuracy of the technology. Also, the authors/researcher say "we should think carefully about the ethical implications of adopting this method". 

 

"Until we are able to understand precisely how a person’s voice may contribute to organizational effectiveness, and whether it does so better than alternative attributes that a candidate can control, we should regard voice profiling only as an interesting experiment.

 

Also read:

http://www.npr.org/sections/alltechconsidered/2015/03/23/394827451/now-algorithms-are-deciding-whom-to-hire-based-on-voice

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Rescooped by Tony Brugman (Bright & Company) from HRintech - - - HR Innovation & Technology
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The rise of algorithmic HR

The rise of algorithmic HR | HR Analytics and Big Data @ Work | Scoop.it

A group of researchers — Nathan R. Kuncel, Deniz S. Ones, and David M. Klieger — analyzed 17 studies of job applicant evaluations and found that a simple algorithm outperforms human decision-making by at least 25%. Why does this seem counterintuitive? Shouldn’t human experience and understanding of company culture have a higher predictive power?


Via Alexander Crépin
Tony Brugman (Bright & Company)'s insight:

Is HR analytics here to stay or does human intuition win? This nice article by Gigaom Research expert Stowe Boyd says 'yes'! "Algorithmic HR raises some legal questions — because people who aren’t rated a good fit are effectively blocked from the jobs — but the results are hard to argue with."

 

And if thát is not enough, Boyd throws in Facial Analysis technology to shut all the critics! "Managers who believe that looking in a candidate’s eye still has a place may be interested in the current facial analysis program at the Milwaukee Bucks."

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HR and The Technology Issue

HR and The Technology Issue | HR Analytics and Big Data @ Work | Scoop.it
The recent 2014 Global HR Trends Report from Deloittes told us four things about the HR community's views on Technology and Analytics: They are rated as urgent issues Of the 12 most urgent trends t...
Tony Brugman (Bright & Company)'s insight:

Excellent call-to-action regarding HR Analytics: "Technology, and the resulting data, are major issues for the HR profession…issues that they feel unprepared for, with low capability and knowledge. How can this be addressed?"

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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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The Next Big Thing in Big Data: People Analytics

The Next Big Thing in Big Data: People Analytics | HR Analytics and Big Data @ Work | Scoop.it
By combining data from both real and virtual worlds, we can now understand behavior at a previously unimaginable scale
Tony Brugman (Bright & Company)'s insight:

The author of this article on Bloomberg and also of his new book People Analytics, Ben Waber, is giving a short insight of what's coming to us in regard to Big Data, analytics and the World of Work. From e-mail records, web browsing behavior, to wearable sensing technology, they all provide useful data for people analytics "to take that next leap forward and become a transformative organizational tool." E.g. it can be used to boost productivity, reduce turnover or increase sales.

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Rescooped by Tony Brugman (Bright & Company) from Mesurer le Capital Humain
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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, 2015 3:44 PM

On a tous besoin d'un bon data scientist en RH...

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The problem is HR, not HR technology - Enterprise Irregulars

The problem is HR, not HR technology - Enterprise Irregulars | HR Analytics and Big Data @ Work | Scoop.it

Powerful Human Resources analytic tools were in abundance at the recent HR Technology show in Vegas. But can/will HR departments buy these solutions? Probably not -- unless the HR group itself changes.


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

Good opinion article on the HR function in relation to the adoption of new HR technology (especially when it comes to HR Analytics). "HR Technology advanced during the recession but HR departments didn’t." 

 

The author notices that there are two underlying issues within HR:

1. HR leadership hasn’t changed in seven years – except to get smaller
2. HR professionals only buy HR tech that they understand

 

The author suggests that in order to reap the benefits of new technology HR needs to reskill its' capabilities, to recruit different HR talent, and to cooperate more closely with the IT department!

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Bailey Lasseter's curator insight, January 12, 2015 6:35 PM

Very interesting article.

Arun Krishnan's curator insight, February 1, 2015 10:45 PM

The authors attribute the lack of HR adoption of analytics to two main factors:

 

a) HR Leadership hasn't changed in 7 years

b) HR people only buy HR tech that they understand.

 

The suggestions essentially involve re-skilling on the part of HR professionals with newer skills (or bringing in people with skills) such as Math/Quant , continuous learning, Integration and Social sciences (although this I presume would already be a part of an HR professional's toolkit).

 

As someone in the space of HR analytics, I believe that it is also incumbent on companies like mine to help in the process of "educating" HR departments without these skill sets. This of course makes the task a lot more difficult for me and leads to a changed business model but that is probably the only way to be successful.

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14 HR Analytics Conferences in 2014

14 HR Analytics Conferences in 2014 | HR Analytics and Big Data @ Work | Scoop.it

"Thanks to our colleague Tony Brugman we are publishing an overview of several HR Analytics and HR Technology Conferences in 2014. A few of them have already happened but we’ve kept them in the list as they may be repeated next year. "


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

I have done a quick search last month on HR Analytics related conferences. My colleagues from iNostix were so kind to publish the list on their HR Intelligence Blog.

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HR technology booming as businesses turn to the cloud

HR technology booming as businesses turn to the cloud | HR Analytics and Big Data @ Work | Scoop.it
Over the next 18 months, 60% of companies plan to roll out human resources (HR) technology solutions, says analyst group Bersin by Deloitte.

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

As HR is moving to the cloud, the competition between HR IT suppliers continues, Computer Weekly reports. Two major growth areas in HR Technology are Talent Analytics and Retention Analytics:"

- Talent Analytics "has the potential to generate big returns on investment for employers."

- The latest HR Technology "allows companies to predict when talented staff are likely to leave, giving companies the opportunity to intervene to retain them."

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HR Outsourcers Boosting Mobile, Automation Investments

HR Outsourcers Boosting Mobile, Automation Investments | HR Analytics and Big Data @ Work | Scoop.it
Companies are rolling out new applications that allow individuals to manage healthcare savings and reimbursement plans from their mobile phones, say the CIOs of several large benefit administrators.
Tony Brugman (Bright & Company)'s insight:

"(..) the real competitive advantages lie in using predictive analytics to harness value from a lot of the data that benefit administrators collect from employers and their employees."

 

"The problem? Most HR outsourcers (..) aren’t yet effectively using analytics to tap into Big Data, which would potentially enable them serve their customers even better."

 

“They’ve got a goldmine of data to call on and they need to commercialize it"

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