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5 Issues to Consider When Adopting Workforce Analytics

5 Issues to Consider When Adopting Workforce Analytics | HR Analytics and Big Data @ Work | Scoop.it
5 Issues to Consider When Adopting Workforce Analytics Data Informed When it came time for The Results Companies to select a workforce analytics application to help identify talent for its worldwide contact centers, the business process outsourcing...

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

5 Considerations from Data Informed when adopting Workforce Analytics solutions. (Or applicable on any common IT solution adoption):
- Determine your goals: what problem you want to solve?
- Strong vendor partnership is key
- Head to the Cloud (SaaS)
- Insist on performance and service quality: quick response time is critical
- Keep expectations realistic and avoid disappointment

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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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Rescooped by Tony Brugman (Bright & Company) from Talent Analytics & The Future of Work
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HR Ranks at the Bottom — Reasons to Adopt Metrics and Predictive Analytics

HR Ranks at the Bottom — Reasons to Adopt Metrics and Predictive Analytics | HR Analytics and Big Data @ Work | Scoop.it

John S"When you survey the most frequent users of analytics and metrics in the corporate world, not surprisingly you find that HR ranks at the very bottom. Compared to finance, which is ranked No. 1, HR compares poorly with only half of its functions being classified as advanced users and three times more HR functions are classified as non-users."


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

John Sullivan from ERE.net captured, collected and summed up a neat list of 28 reasons why firms should shift to "a data-based model" or even better to a model based on predictive analaytics. Nice read!

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100,000 data jobs forecast as EU and IT industry agree €2.5bn plan

100,000 data jobs forecast as EU and IT industry agree €2.5bn plan | HR Analytics and Big Data @ Work | Scoop.it
The European Commission has entered into a pact with Europe’s data industry to invest €2.5bn to put Europe at the forefront of the global data race and create 100,000 new jobs by 2020.
Tony Brugman (Bright & Company)'s insight:

Huge European focus on Big Data, creating tons of jobs and involves a 2.5 billion euro joint-investment by governments and private and public organisations. This could "enable European suppliers to tackle 30pc of the global data market."

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Data as the new currency

Data as the new currency | HR Analytics and Big Data @ Work | Scoop.it
Government is one of the biggest producers of data—and one of the few that deliver data to the public free of charge. Governments already regulate how…
Tony Brugman (Bright & Company)'s insight:

Interesting article from Deloitte on the developments in the 'Data Economy. As data become a new form of currency (or at least a valuable medium of exchange), what is the role of government in all this? Since government can be producer, consumer and facilitator of data at the same time...

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Top 50 HR Analytics Influencers - Part 2 | LinkedIn

Top 50 HR Analytics Influencers - Part 2 | LinkedIn | HR Analytics and Big Data @ Work | Scoop.it

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

Part 2 of the already notable Top 50 HR Analytics Influencers list by David Green. Special mention goes to fellow heavy-Scoop.it users Heather James and Andrée Laforge!

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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 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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Getting Value From Your Data Scientists | MIT Sloan Management Review

Getting Value From Your Data Scientists | MIT Sloan Management Review | HR Analytics and Big Data @ Work | Scoop.it

"Simply hiring expensive data scientists isn’t enough. To create real business value with data scientists, top management must learn how to manage them effectively."

Tony Brugman (Bright & Company)'s insight:

Good article by analytics expert Jeanne Harris on what businesses can do to get the best out of their data scientists.

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The HR Analytics Journey at Sears Holdings: interview with Ian O'Keefe - HR Analytics Insights

The HR Analytics Journey at Sears Holdings: interview with Ian O'Keefe - HR Analytics Insights | HR Analytics and Big Data @ Work | Scoop.it
Great HR analytics insights from Ian O'Keefe, Head of Talent Analytics and HR Reporting at Sears Holdings Corporation.
Tony Brugman (Bright & Company)'s insight:

Always love to read HR Analytics in practice examples. Here is a great interview by iNostix with Sears Holdings Corporation about their HR Analytics journey.

 

Lessons learned at Sears and handy tips for others planning to start with HRA:

 

#1. Seek out unconventional (for HR) skills and backgrounds steeped in data (i.e., quants)


#2. Learn the technical skills/tools involved in manipulating and drawing inference from data


#3. Keep an enterprise-wide perspective and augment your existing HR function knowledge


#4. Adopt a change-agent mindset and start asking more “what if” and “why” questions


#5. Start small, keep it simple, and build momentum by always linking to business results

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Top 50 HR Analytics Influencers - Part 1

Top 50 HR Analytics Influencers - Part 1 | HR Analytics and Big Data @ Work | Scoop.it

There are more ‘Top HR Influencer’ lists than you can shake a stick out, but I was reminded the other day that similar lists on Top HR Analytics Influencers are much harder to find (I couldn’t find one, but that might just be me)

Tony Brugman (Bright & Company)'s insight:

Very nice post by David Green on Linkedin today. He presents the first part of a Top 50 influencers on the topic of HR Analytics. Looking forward to part 2 (and 3).

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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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