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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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HR Analytics and Big Data @ Work
Articles, research and reports on HR Analytics, Big Data and related topics
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What we learned about HR Analytics in 2014 - Part 2

What we learned about HR Analytics in 2014 - Part 2 | HR Analytics and Big Data @ Work | Scoop.it
Read about the most important HR Analytics lessons from 2014, collected by Luk Smeyers from iNostix, one of Europe's most sought after HR Analytics Experts.
Tony Brugman (Bright & Company)'s insight:

Excellent read! Part 2 of Lessons Learned by HR Analytics experts iNostix (Read Part 1 here: http://www.inostix.com/blog/en/14-hr-analytics-lessons-2014-part-1/)

 

Their lessons from 2014 include:

- Forget ‘big data’ at the start

- You can start tomorrow!

- Make HR analytics into a continuous process (instead of loose projects)

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Google is tackling the science of how to build excellent teams

Google is tackling the science of how to build excellent teams | HR Analytics and Big Data @ Work | Scoop.it
The next big people analytics project.
Tony Brugman (Bright & Company)'s insight:

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!

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The Algorithm That Tells the Boss Who Might Quit

The Algorithm That Tells the Boss Who Might Quit | HR Analytics and Big Data @ Work | Scoop.it
Companies including Wal-Mart, Credit Suisse and Box are analyzing an array of data points to determine who is likely to leave. The idea is for managers to have early warning so they can take action before employees jump ship.
Tony Brugman (Bright & Company)'s insight:

Is it OK for an employer to predict whether an employee has a higher chance or risk to leave the company? Or does this mean a less 'human'-side in HR? This article from WSJ stirred up some debate (100+ comments).

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The Future of Predictive Analytics — the Next Generation of Talent Metrics to Consider (Part 2 of 2) - ERE.net

The Future of Predictive Analytics — the Next Generation of Talent Metrics to Consider (Part 2 of 2) - ERE.net | HR Analytics and Big Data @ Work | Scoop.it
A comprehensive list of future predictive talent metrics
Tony Brugman (Bright & Company)'s insight:

Part 2 of a great collection of predictive talent analytics and metrics by ERE.net's John Sullivan.

 

In part 1 he presented a list of current and near future predictive talent analytics and metrics which every companies should be able to implement now and in the near future. Next, he provides a list of future predictive metrics that should be developed during the third generation.

 

Giving the analytics developments in other industries and fields of management, Sullivan foresees that (when it comes to talent management and HR) "we can expect a wide array of sophisticated public and proprietary predictive metrics to be developed over the next five years". He compiled a list of 25 possible advanced predictive analytics for the world of talent management and HR.

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Dave Ulrich: 'HR Analytics? That's Peeling from the Outside!'

Dave Ulrich: 'HR Analytics? That's Peeling from the Outside!' | HR Analytics and Big Data @ Work | Scoop.it
Dave Ulrich & The RBL Group came up with great new HR Analytics & Metrics insights to answer the question: How to add value through HR metrics & analytics?
Tony Brugman (Bright & Company)'s insight:

Colleagues of iNostix made a full transcription of the RBL Group Slideshare presentation on 'HR Metrics & Analytics: Creating value through measuring and analyzing'.

 

RBL's takeaways to create value:

1. Start with building analytical acumen. This is how you can build your fluency

2. Know what metrics are important for your business

3. Understand which HR practices are important in order to build organisational capabilities

4. Improve your practices by measuring what matters and find meaningful patterns in the data

5. Provide value by measuring data to predict future issues like employee turnover

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HR and people analytics: Stuck in neutral

HR and people analytics: Stuck in neutral | HR Analytics and Big Data @ Work | Scoop.it
Still too few organizations are actively implementing HR analytics capabilities to address complex business and talent needs.
Tony Brugman (Bright & Company)'s insight:

New Deloitte Global Human Capital Trends 2015 report is out! The highlights of the HR Analytics section are:


- Too few organizations are actively implementing people analytics capabilities to address complex business and talent needs.


- Three in four surveyed companies (75 percent) believe that using people analytics is “important,” but just 8 percent believe their organization is “strong” in this area—almost exactly the same percentage as in 2014.


- Companies that build capabilities in people analytics outperform their peers in quality of hire, retention, and leadership capabilities, and are generally higher ranked in their employment brand.

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Why HR reporting can be very misleading!

Why HR reporting can be very misleading! | HR Analytics and Big Data @ Work | Scoop.it
HRIS-based reporting is often misleading without anyone knowing it. Like it or not, regression analysis is absolutely necessary to correctly assess things.

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

Good piece from our colleagues at iNostix on the dangers of HR data reporting, written by Jeroen Delmotte. He warns that...

- HR reporting does not tell you everything,

- Regression analysis is absolutely necessary,

- (and therefore without proper analysis) Descriptive HR reporting can be very misleading!

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HR Magazine - Data collection may cause legal ‘hurdles’ for HR, warns law firm

HR Magazine - Data collection may cause legal ‘hurdles’ for HR, warns law firm | HR Analytics and Big Data @ Work | Scoop.it

Updated EU data protection regulation may cause trouble for businesses collecting and mining employee data, law firm Allen & Overy has warned.

Tony Brugman (Bright & Company)'s insight:

Warnings by law firm Allen & Overy on the tension between greater usage of big data (especially in the field of HR) and EU legislation on data protection of individuals. “Employers ready to embrace more sophisticated use of data face some clear hurdles, and, with the regulation still under development, many questions remain unanswered, making it hard to understand what hazards might come with greater innovation.”

 

An expert at Allen & Overy proposes that "organisations would have to create a separate data protection agreement with employees that will “clearly set out what they will be collecting, what they will be using it for, and how long they will keep the data”.

 

Read the full report at http://www.allenovery.com/publications/en-gb/Pages/Data-with-destiny-Privacy-protection-and-the-promise-of-high-value-HR.aspx

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Predictive analytics forecast for HR software in 2015 - Predictive Analytics Times - predictive analytics & big data news

Predictive analytics forecast for HR software in 2015 - Predictive Analytics Times - predictive analytics & big data news | HR Analytics and Big Data @ Work | Scoop.it
Experts in HR and financial software are predicting that 2015 could produce some important breakthroughs in the use of predictive analytics, in-memory computing, big data and mobile applications.
Tony Brugman (Bright & Company)'s insight:

Prepare for a prosperous year for predictive analytics in the world of HR IT!

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Predict your staff's personality using Facebook 'Likes'

Predict your staff's personality using Facebook 'Likes' | HR Analytics and Big Data @ Work | Scoop.it
An algorithm based on 10 Facebook Likes predicted a person's personality better than the average colleague.

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

Cool new research by University of Cambridge and Stanford University, comparing personality questionnaire analysis (by an expert) with computerized analysis of a person's Facebook behaviour (amount of 'Likes').

 

The result: "computer models were able to outperform an average work colleague in analysing a person’s personality."

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Most HR Data Is Bad Data

Most HR Data Is Bad Data | HR Analytics and Big Data @ Work | Scoop.it
Bottom line: when we look at a rating we think it reveals something about the ratee, but it doesn’t, not really. Instead it reveals a lot about the rater.
Tony Brugman (Bright & Company)'s insight:

Critical HBR article discussing why "all of the data we use to decide who should get promoted is bad data". Although the author makes a good point (eg. data based on perceptions of people by other people are not the most reliable), he does not, unfortunately, present any other solutions to overcome these somewhat 'polluted' data.

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Stop using the term “big data”

Stop using the term “big data” | HR Analytics and Big Data @ Work | Scoop.it
Many think it’s an important concept, and some think it’s revolutionary, but almost everybody wishes for a better, more descriptive name for it.
Tony Brugman (Bright & Company)'s insight:

Clear message by Analytics-guru Tom Davenport. "Big data just doesn’t describe the phenomenon very effectively." He mentions several reasons:

- it's relative (what's big today won't be so large tomorrow)

- new forms of data are not only just 'big'

- sometimes 'big data' isn't 'big' at all

- 'big data' is used (incorrectly) to mean other use of analytics, reporting and business intelligence


Davenport's solution? Use much more disruptive approach to deconstruct 'big data' into words that describe "what you are really interested in doing with these new types of data".

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Who’s big on big data?

Who’s big on big data? | HR Analytics and Big Data @ Work | Scoop.it

Executives at the helm of organisations today are experimenting with ways that big data can be used to strategically add business value. A survey of more than 395 C-level executives, sponsored by Platfora, shows that senior leaders are optimistic about the capabilities of big data, but many still struggle with big-data applications.

Tony Brugman (Bright & Company)'s insight:

New survey by Economist Intelligence Unit on the use of Big Data by organisations.

 

Key findings include:

* 48% of executives believe big data to be a useful tool

* 23% say big data will revolutionise the way businesses are managed

* 42% of execs cite customer insights and targeting as highest priority for the application of big data (remaining the top priority for the next 3 years)

* 35% think that lack of understanding about how to apply big data

to my role/function within the organisation is the biggest obstacle for big data implementation

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How Analytics is Changing People Management

How Analytics is Changing People Management | HR Analytics and Big Data @ Work | Scoop.it
Google has regularly been voted the best company in America to work for – its staff get free meals, generous paid holidays, access to “nap pods” for power-napping during the business day, and are even encouraged to grow their own fruit and vegetables at work.And, despite their old “don’t be evil” motto, Google top brass hasn’t set things up this way simply because they are lovely people. Like everything they do, their decisions were based squarely on data – and in this case the data showed that

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

Good Linkedin blog (from February) by Analytics expert Bernard Marr on the rise and dangers of 'people analytics'. Despite the fact that it is not that difficult to implement and perform, Marr has serious concerns about the possible outcomes.

 

Marr sums it up like this:

"(..) In the age of Big Data analysis, measuring the efficiency of staff, and identifying the factors that may be affecting it, is a relatively simple process. (..) However if implemented in a sloppy or discriminatory fashion, (it) could also lead to serious problems with staff trust, and the level of intrusion into their private lives that they feel."

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Bright & Company partner Strategic Workforce Planning & Talent Analytics Seminar 2015

Bright & Company partner Strategic Workforce Planning & Talent Analytics Seminar 2015 | HR Analytics and Big Data @ Work | Scoop.it

For the second year in a row, Bright & Company | HR Strategy will be support partner of the “2nd Annual Strategic Workforce Planning & Talent Analytics Seminar” in Brussels (Belgium), organised by Icon Group in cooperation with Hay Group and Mercer.

Tony Brugman (Bright & Company)'s insight:

During the 2-day event on 28th and 29th of May 2015, top speakers and leading minds from across Europe and the U.S. will inspire you with the latest insights and their experiences on strategic workforce planning and HR analytics.

 

This year’s speakers includes representatives from leading companies such as Deutsche Bahn, Maersk Oil, Pfizer, SAP, and  Unilever. The event is a must-visit for VPs, directors and managers on HR, workforce planning, talent management, recruitment, organisational development and other related areas.

 

Interested? See the article and attached PDF for more information.

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The Quantified Workplace: Despite the Hype, Not All That Useful Yet

The Quantified Workplace: Despite the Hype, Not All That Useful Yet | HR Analytics and Big Data @ Work | Scoop.it

"Big Data promises to predict employee behavior. But as it turns out, humans aren't particularly predictable."


Via Alexander Crépin
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The Future Of Predictive Analytics – The Next Generation of Talent Metrics to Consider (Part 1 of 2) - ERE.net

The Future Of Predictive Analytics – The Next Generation of Talent Metrics to Consider (Part 1 of 2) - ERE.net | HR Analytics and Big Data @ Work | Scoop.it
A comprehensive list of current and future predictive talent metrics
Tony Brugman (Bright & Company)'s insight:

Great stuff by John Sullivan, giving us a (respectively) top 3 and top 18 list of what he calls first and second generation of predictive analytics/metrics. Excellent resource!

 

Disclaimer and advise by Sullivan: "Although these second-generation predictive analytics are more difficult to develop, it’s hard to argue against the potential business impacts that these predictive metrics will eventually provide."

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People data everywhere: Bringing the outside in

People data everywhere: Bringing the outside in | HR Analytics and Big Data @ Work | Scoop.it
The time has arrived for HR to leverage the valuable insights people data can yield—from both internal and external sources.
Tony Brugman (Bright & Company)'s insight:
Interesting new section in the Deloitte Global Human Capital Trends 2015 report on the use of People Data from both inside and outside your organisation. The highlights are:
1. HR and talent organizations are expanding their HR data strategies by harnessing and integrating external data from social media platforms and other external sources.
2. This trend is accelerating as more employee data appears online. Thirty-nine percent of surveyed companies are now leveraging social data to support efforts around recruiting, engagement, and understanding employment brand.
3. While analytics programs based on internal data can be tremendously valuable, the most powerful solutions will leverage external as well as internal data to inform critical talent decisions.
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Bosses Don't Bother With Talent Data - raconteur.net

Bosses Don't Bother With Talent Data - raconteur.net | HR Analytics and Big Data @ Work | Scoop.it
Data analysis is being used in virtually ever business function, but we are yet to see a large-scale take up of data analysis for talent management.
Tony Brugman (Bright & Company)'s insight:

Interesting analysis in Raconteur (appendix of The Times and Sunday Times) on "why talent analytics is still underused and undervalued?" The article includes contributions of Peter Cheese of CIPD and Eugene Burke of CEB.

 

Some reasons mentioned in the article:

- Lack of believe among business leaders more analytics lead to better decision making

- Analytics is viewed as a high-cost investment instead of a money-maker when proper implemented

- Quality and integrity of workforce data are too weak

- HR professionals have still a skills gap when it comes to data and analytics tools

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Escaped from the HR Analytics lab

Escaped from the HR Analytics lab | HR Analytics and Big Data @ Work | Scoop.it

"Recently I was able to get hold of some really interesting graphs out of the HR Analytics Lab of a big multinational. I would like to share some of them with you."

Tony Brugman (Bright & Company)'s insight:

Great stuff by top HR blogger Tom Haak sharing some nice 'real deal' visuals with us. Giving interesting insights into what's happening inside a company.

 

For instance, what do word clouds of e-mail tell us? And what are the movements of the CEO at HQ? And also cool, applying ECG’s and Polygraphs to people in the 'hot seat'.

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HR Magazine - What's the role for 'big data' in your reward strategy?

HR Magazine - What's the role for 'big data' in your reward strategy? | HR Analytics and Big Data @ Work | Scoop.it

It’s easy to get the impression that yours is the only company not doing anything with ‘big data’. Yet if we dig a little we find that the percentage of companies getting to grips with HR analytics is still pretty small.


Via Elliot Pannaman
Tony Brugman (Bright & Company)'s insight:

This article in HR Magazine is making the case for the use of ‘small data’. "While ‘big data’ and predictive analytics are still rarely practiced in HR, there is a clear trend that businesses increasingly expect HR to understand and interpret the data we DO have." How? By starting small!


The author also suggests, "if you are not sure where to start then follow the money."  For example, start with reward and performance management data.




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Why data storytelling is so important—and why we’re so bad at it

Why data storytelling is so important—and why we’re so bad at it | HR Analytics and Big Data @ Work | Scoop.it
Five reasons why data and analytics-based stories are important to organizations, and four reasons why so many people and organizations do it badly or not…
Tony Brugman (Bright & Company)'s insight:

Tom Davenport on the importance of storytelling in combination with data and analytics.

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2015: The Year of the Data Scientist

2015: The Year of the Data Scientist | HR Analytics and Big Data @ Work | Scoop.it
Data science is no longer a niche area. When I first told my friends that I worked with Data Scientists two years ago, their reaction was ‘who?’ Today it is a widely understood and accepted term. I...
Tony Brugman (Bright & Company)'s insight:

4 Reasons why 2015 will be 'the year of the Data Scientist':

 

1. Big and renowned companies use them

2. Data scientist's work is more visible

3. Big Data has become big news

4. Increasing amount of success

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29 HR Analytics books you should read! (Part 1)

29 HR Analytics books you should read! (Part 1) | HR Analytics and Big Data @ Work | Scoop.it
Which books should you read to get into the HR Analytics expertise field? Our experts have prepared two great lists to start from, this is Part 1.

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

Highly recommended HR Analytics resource by our colleagues of iNostix (http://www.inostix.com/) Check out that list and read those books!

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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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