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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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HR Analytics and Big Data @ Work
Articles, research and reports on HR Analytics, Big Data and related topics
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Big Data in HR. The Big Questions being asked

Big Data in HR. The Big Questions being asked | HR Analytics and Big Data @ Work | Scoop.it

Following the HR Question Time debate held in London, a perspective paper has been written to present the views of the knowledgeable panel. Themes discussed and presented in this perspective paper include:How can HR harness big data insights to help make better informed business decisions?How useful is big data to the HR function in anticipating and predicting workforce trends?Can big data help HR professionals (HRPs) establish themselves as strategic partners in their organisations?

Tony Brugman (Bright & Company)'s insight:

ADP Discussion on: 'What is Big Data and what does it mean to HR professionals?' Watch the whole debate in video (https://www.youtube.com/watch?v=FfG1ft9QDew) or read the summary paper.

 

According to the panel discussion "Integration (of HR data with the rest of the business) is the Holy Grail". Yet, there are many challenges ahead such as 'data fluency' of HR professionals, transparency and collaboration with the business and other departments, and to another level cleansing and structuring the data.

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The Analytics Mandate | MIT Sloan Management Review

The Analytics Mandate | MIT Sloan Management Review | HR Analytics and Big Data @ Work | Scoop.it
The 2014 Data & Analytics Report by MIT Sloan Management Review and SAS finds that an analytics culture offers better outcomes.
Tony Brugman (Bright & Company)'s insight:

New research from MIT Sloan Management Review and SAS finds that culture is the most important factor in achieving success with analytics. Interesting report!

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What It Will Take to Fix HR

What It Will Take to Fix HR | HR Analytics and Big Data @ Work | Scoop.it

Bring on the quants. For the CFO, analytics is a native language. Beth Axelrod, CHRO for eBay and someone who pivoted from consulting on strategy (as a principal at McKinsey & Company) to running an HR function, acknowledges that HR leaders have traditionally set their agendas based on qualitative metrics and shied away from quantitative analytical tools. That needs to change. Google is probably the best-known case of a company that uses analytics to inform a slew of daily HR transactions and interactions. Its managers use data to determine everything from whom to hire and promote to how much to pay them and what benefits are most valued, all segmented by a variety of contextual attributes. According to Prasad Setty, Vice President of People Analytics at Google, their goal is to have all people decisions informed by data. “We want people, no algorithms, to make people decisions, but we want the decision-makers to make decisions informed by data and analytics.”  Using analytics to drive, design, defend, and activate a growth-oriented agenda will bring newfound credibility to HR leaders, and will be the hallmark of the great ones.

Tony Brugman (Bright & Company)'s insight:

Part of interesting HBR blog article by two Deloitte experts, in reaction to Ram Charan's HBR article earlier this month to split up HR.

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Tony Brugman (Bright & Company)'s curator insight, July 30, 4:22 PM

Great reply by two experts from Deloitte on the provoking HBR article earlier this month of Ram Charan (http://hbr.org/2014/07/its-time-to-split-hr/ar/1). He argued that HR should bee split into two parts: administration and talent strategy.

 

According to the authors from Deloitte, a better solution is to recalibrate the role of the CHRO and make a shift within HR, because "he solution resides in CHROs and the teams that support them":

- Focus most on where strategic value is created

- Recalibrate and reskill HR to ensure its relevancy

- Bring on the quants

- Rethink the division of labor

Gary Johnsen's curator insight, July 31, 9:32 AM

Good discussion on the future and place of HR in business

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HR and Finance Agree? – Has The World Come To An End? (Modern HR in the Cloud)

HR and Finance Agree? – Has The World Come To An End? (Modern HR in the Cloud) | HR Analytics and Big Data @ Work | Scoop.it

HR and finance executives agree on many people and performance-related issues according to a survey of HR and finance executives by Towers Watson and Forbes Insight. 

 

The top areas of joint activity, according to the survey were, setting annual budgets for reward programs (cited by 46 percent of finance and 62 percent of HR), determining changes to reward programs (43 percent finance and 42 percent HR), and setting reward strategy (39 percent finance and 41 percent HR).  Other important areas like overall workforce strategy (35 percent finance and 23 percent HR) or talent management (32 percent finance and 20 percent HR) saw considerably less collaboration, however. The last two seem low to us and an opportunity for further improvement.

Tony Brugman (Bright & Company)'s insight:

HR and Finance seem to have found a common language: it's called (HR) Analytics!

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HR Magazine - Clear line of sight

HR Magazine - Clear line of sight | HR Analytics and Big Data @ Work | Scoop.it

"Data analytics is not for the faint-hearted, so we have compiled a step-by-step guide to getting it right, from establishing objectives to presenting your findings."

Tony Brugman (Bright & Company)'s insight:

Good introduction into HR Analytics: A step-by-step guide to data analytics (from HR Magazine UK).

 

1. Understand the business questions you need to answer

2. Identify the data you will need in order to properly answer those questions

3. Build and populate your analytical environment

4. Incorporate findings into business conversations

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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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Big Data is Changing the Game for Human-Resource Hirers

Big Data is Changing the Game for Human-Resource Hirers | HR Analytics and Big Data @ Work | Scoop.it
Big data will help identify the best prospective employee for the job.
Tony Brugman (Bright & Company)'s insight:

Good HR Analytics blog Mashable: "Big data is surfacing talent that conventional hiring networks might miss."

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Using marketing analytics to drive superior growth | McKinsey & Company

Using marketing analytics to drive superior growth | McKinsey & Company | HR Analytics and Big Data @ Work | Scoop.it
Companies have so many analytical options at their disposal that they often become paralyzed, defaulting to just one approach. A McKinsey & Company article.
Tony Brugman (Bright & Company)'s insight:

Replace Marketing with HR, and similar applies! Good article McKinsey Quarterly.

 

Three steps for making better data-driven decision-making:

1. Identify the best analytical approaches

2. Integrate capabilities to generate insights

3. Put the analytical approach at the heart of the organization

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Workforce Analytics at Walt Disney Animation Studios

Workforce Analytics at Walt Disney Animation Studios | HR Analytics and Big Data @ Work | Scoop.it
HRE 's Senior Editor Andrew R. McIlvaine speaks with Al Adamsen, founder and CEO of The Talent Strategy Institute about the inner workings of Disney Animation Studio's workforce-analytics program.
Tony Brugman (Bright & Company)'s insight:

Good Practice: Workforce Analytics at Walt Disney Animation Studios, video interview by HRE.

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The Power (And Peril) of Predictive Analytics

The Power (And Peril) of Predictive Analytics | HR Analytics and Big Data @ Work | Scoop.it
By Andrew R. McIlvaine Although the use of predictive analytics has great potential for the hiring process, legal experts warn that HR has to carefully monitor it.
Tony Brugman (Bright & Company)'s insight:

Predictive Analytics in HR have lots of benefits, but be aware of the Legal implications!

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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, 4:23 AM
Interesting perspective this
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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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Analytics Can Drive Better Human Resource Decisions - CMSWire

Analytics Can Drive Better Human Resource Decisions - CMSWire | HR Analytics and Big Data @ Work | Scoop.it

'Marketers, IT and pretty much everyone in business seem to be using analytics today.

Except for human resources leaders, an IBM study found.

After speaking with more than 4,000 executives, IBM found only half of chief human resource officers (CHROs) use workforce analytics to help them do their jobs better. Even fewer use predictive analytics to optimize decision making in areas such as sourcing and recruiting."


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

New findings from the IBM CxO Survey says that only half of CHROs use workforce analytics to help them do their jobs better. Eric Lesser explains which questions CHROs should ask themselves about hiring the right talent in the digital and customer experience age.

 

* What types of talent do you need to create a unique digital customer experience?

* Do you need more mobile enterprise developers? Data scientists?

* How do you manage employee experience and lifecycles in these new and different roles?

* What motivates and drives people in these roles?

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Leadership Analytics - GLF 2014|2015

The ultimate purpose of utilizing data is to make better decisions—essentially monetizing data. We found that the less commonly pursued HR analytics happen to be those that correlate significantly with higher financial performance.

 

Get the full list of findings from the Global Leadership Forecast 2014|2015.

Tony Brugman (Bright & Company)'s insight:

There is much room for improvement when it comes to the use of HR Analytics on Leadership!

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People analytics: ‘Moneyball’ for human resources

People analytics: ‘Moneyball’ for human resources | HR Analytics and Big Data @ Work | Scoop.it
Lord knows it’s expensive and time consuming, and even when they get it, it’s not clear how much students actually learn. But the one thing you could always say about a college degree was that it led...
Tony Brugman (Bright & Company)'s insight:

Nice historical perspective at The Washington Post on the rise of 'People Analytics 2.0'. Good read!

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Little things that mean a lot

Little things that mean a lot | HR Analytics and Big Data @ Work | Scoop.it
JUDGING from the condemnation, Facebook just “friended” Satan. The company has been pilloried for academic research it published, showing that by adjusting its...
Tony Brugman (Bright & Company)'s insight:

Nice Schumpeter article in The Economist on the 'unspoken secret of Big Data': “Given the massive scale even small effects can have large aggregated consequences.”


For instance, UPS can save up to 50 million dollar a year by cutting its' delivery vans routes by just one mile (on 100 mile)! Talking about making big impact with small things!

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The HR analytics journey at Maersk Drilling: interview with Peter Hartmann - The HR intelligence blog

The HR analytics journey at Maersk Drilling: interview with Peter Hartmann - The HR intelligence blog | HR Analytics and Big Data @ Work | Scoop.it

"At a recent HR Analytics Conference in London, we met with Peter V.W. Hartmann, PhD., Business Intelligence Expert and HR Analytics Manager at Maersk Drilling (at the headquarters in Denmark). Peter presented the HR Analytics general framework and the working model in his business unit and gave the conference participants an overview of the roots of the HR Analytics function at Maersk, insights in several specific projects, the required expertise for HR Analytics and his personal advice to HR professionals on how to start with HR Analytics."

Tony Brugman (Bright & Company)'s insight:

Recommended to read: HR analytics journey at Maersk Drilling. Interview by experts of iNostix with the Maersk Drilling HRA Manager.

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If You Think Big Data is All Numbers, Think Again

If You Think Big Data is All Numbers, Think Again | HR Analytics and Big Data @ Work | Scoop.it

"Data. Analytics. Statistics. Not the topics you’d expect to dominate human resources. But the big data conversation is not only getting louder, HR’s role is the center of the discussion."


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

Big Data is not about numbers, HR should pay attention to behaviors behind the data! Good blog! 

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The Growing Need for Evidence-Based HR

The Growing Need for Evidence-Based HR | HR Analytics and Big Data @ Work | Scoop.it
Google's SVP of People Operations, Laszlo Bock, wrote on the HBR Blog Network about Google's Scientific Approach to Work-Life Balance (and much more). It is an insightful read about how the company...
Tony Brugman (Bright & Company)'s insight:

Good blog: "The best HR strategists are those who are also data geeks."

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Instinct Can Beat Analytical Thinking

Instinct Can Beat Analytical Thinking | HR Analytics and Big Data @ Work | Scoop.it

Psychologist Gerd Gigerenzer has spent his career focusing on the ways in which we get things right, or could at least learn to. In Gigerenzer’s view, using heuristics, rules of thumb, and other shortcuts often leads to better decisions than the models of “rational” decision-making developed by mathematicians and statisticians. 

 

A Q&A with psychologist Gerd Gigerenzer.

Tony Brugman (Bright & Company)'s insight:

Must read on decision-making! Extensive HBR blog interview "Instinct Can Beat Analytical Thinking"

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Failure to commit

Failure to commit | HR Analytics and Big Data @ Work | Scoop.it
Organizational design is like building design: You don’t get a high-quality structure without paying for it.
Tony Brugman (Bright & Company)'s insight:

Tom Davenport tries to answer the question in his DU Press article: How should we organise analytics? Decentralised (eg. Centers of Excellence) or centralised?

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Your Big Data Is Worthless if You Don’t Bring It Into the Real World | Opinion | WIRED

Your Big Data Is Worthless if You Don’t Bring It Into the Real World | Opinion | WIRED | HR Analytics and Big Data @ Work | Scoop.it
If the big-data evangelists of Silicon Valley really want to “understand the world” they need to capture both its (big) quantities and its (thick) qualities.
Tony Brugman (Bright & Company)'s insight:

Good article Wired: Big Data Needs Thick Data (know not just Facts, but also the Context!)

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How Talent Analytics Can Help You Maximize Your HR Strategy

For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of me…
Tony Brugman (Bright & Company)'s insight:

Excellent 50-slides presentation on HR Analaytics by Bersin (by Deloitte) given in cooperation with Glassdoor. Lots of new or updated insights, data and a case study at Cisco. If you have time, take a moment to browse through this informative presentation!

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Analytics Give HR an Early Warning System

Analytics Give HR an Early Warning System | HR Analytics and Big Data @ Work | Scoop.it

"The Project: Deploy predictive analytics internally at ADP to improve human resource decision-making, identify future talent gaps and reduce attrition.


The Business Case: As the largest payroll services provider in the world, with $11.3 billion in revenue, ADP was sitting on a gold mine of employee information -- data on 33 million workers, to be exact."


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

HR-IT supplier ADP implemented HR Analytics in its own organisation. Read what happened and what ADP learned...

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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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