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Are you using HR analytics and metrics effectively?

Are you using HR analytics and metrics effectively? | HR Analytics and Big Data @ Work | Scoop.it
How to understand which HR activities and which employee knowledge, skills and behaviors impact the bottom line.

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

"The journey to HR Analytics has been a long one for HR, with most companies just starting." According to this article there are five phases in a typical analytics journey: Justification, Measurement, Effectiveness, Value Creation, and Impact

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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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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, 1:23 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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In Hiring, Algorithms Beat Instinct

In Hiring, Algorithms Beat Instinct | HR Analytics and Big Data @ Work | Scoop.it

"You know your company inside out. You know the requirements of the position you need to fill. And now that HR has finished its interviews and simulations, you know the applicants, too—maybe even better than their friends do. Your wise and experienced brain is ready to synthesize the data and choose the best candidate for the job."

Tony Brugman (Bright & Company)'s insight:

Great research from HBR in May issue. Researchers found that Algorithms outperform human decision-making in recruitment.

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When Big Data Isn’t an Option

When Big Data Isn’t an Option | HR Analytics and Big Data @ Work | Scoop.it
Companies that only have access to “little data” can still use the information they have to improve their business.
Tony Brugman (Bright & Company)'s insight:

Excellent piece from Strategy& on strategy+business on getting the most out of your 'Little Data'. Because, most companies "work in relatively sparse data environments, without access to the abundant information needed for advanced analytics and data mining."

 

As a company, you don't have to jump on the Big Data bandwagon. Rather, the article gives three things companies should have:

1. The commitment to become more fact-based in their decision making

2. The willingness to learn by doing

3. A bit of creativity

 

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CIPD - You say tomato, I say tomahto

CIPD - You say tomato, I say tomahto | HR Analytics and Big Data @ Work | Scoop.it

"The term Human Capital Management (HCM) arouses strong feelings, amongst HR professionals at least! In one corner it represents an attempt to categorise people as mere widgets in a machine in order to understand how to minimise their costs. In the other corner (and I have to hold my hand up here) HCM is a means of trying to understand the value of the contribution that people make to organisational performance."

Tony Brugman (Bright & Company)'s insight:

A critical review by CIPD on Human Capital management and measurement:

 

"While some people argue that there is little difference between the concept of 'human capital' and that of 'human resources', the key distinction is that the focus of human capital is on the value of employees, and how this may be measured, rather than on the HR function itself."

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5 Ways Data Can Be Great for Creativity

5 Ways Data Can Be Great for Creativity | HR Analytics and Big Data @ Work | Scoop.it
Let’s start with a story that seems to have nothing to do with data, but actually does. 3,000 years ago at Sumer, a stone designer was nearing the end of a busy workday, etching pictographs on a wall
Tony Brugman (Bright & Company)'s insight:

Cool! What a Sumerian analogy about 3000 years ago can teach us about Data and Creativity!

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Big Data's Big Impact Across Industries

Big Data's Big Impact Across Industries | HR Analytics and Big Data @ Work | Scoop.it
I’m not sure what prompted the deluge of big data stories this week and last, but it looked as if someone from every major industry was looking at the impact of being able to glean data from multiple data sources, structured and unstructured, from health care to agriculture and more. [...]
Tony Brugman (Bright & Company)'s insight:

Nice roundup of examples of Big Data in Health Care, Agriculture, Public and Manufacturing.

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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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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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The nine companies that know more about you than Google or Facebook

The nine companies that know more about you than Google or Facebook | HR Analytics and Big Data @ Work | Scoop.it
You probably assume Google and Facebook know everything about you. You may not have heard of a group of companies who possibly know even more. They're called data brokers, and their business is collecting and selling personal data—typically without your knowledge or consent—that are used to verify identity, help marketers, detect fraud and help perform detailed "people searches." Most people...
Tony Brugman (Bright & Company)'s insight:

Forget Google and Facebook, Data Brokers are a bigger risk to people's privacy regarding (involuntary) information gathering.

 

The names of nine data brokers which were subject of FTC investigation: Acxiom, Corelogic, Datalogix, eBureau, ID Analytics, Intelius, PeekYou, Rapleaf en Recorded Future.

 

Remember their names, since they probably know yours!

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Privacy Fears Over Student Data Tracking Lead to InBloom's Shutdown

Privacy Fears Over Student Data Tracking Lead to InBloom's Shutdown | HR Analytics and Big Data @ Work | Scoop.it
The collapse of InBloom marks a backlash against the personalized learning industry
Tony Brugman (Bright & Company)'s insight:

I think an important article, featured beginning of May in Bloomberg Businessweek edition titled 'Big Data Stops Here'. Interesting case and many warnings and lessons to be learned in regard to other data gathering and crunching initiatives.

 

As one mother says it right: "The risk far outweighs any benefits". It is clear that there is a red line in Big Data after all!

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3 Ways to Build A Winning Big Data R&D Teams

3 Ways to Build A Winning Big Data R&D Teams | HR Analytics and Big Data @ Work | Scoop.it
It’s critical that companies in the big data space have a battle plan for how to recruit, develop and retain exceptional R&D talent.
Tony Brugman (Bright & Company)'s insight:

3 tips from Big Data company Evolve for building a successful Big Data R&D team

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Learning analytics don't just measure students' progress – they can shape it

Learning analytics don't just measure students' progress – they can shape it | HR Analytics and Big Data @ Work | Scoop.it
From online forum debates to predictive essay writing software, data showing how students learn can help universities adapt their teaching
Tony Brugman (Bright & Company)'s insight:

Good article in The Guardian: Learning Analytics can improve students' performance and reform teaching at the same time!

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