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Data analytics is making the future of HR uncertain, says KPMG HR director - HR Magazine

Data analytics is making the future of HR uncertain, says KPMG HR director - HR Magazine | HR Analytics and Big Data @ Work | Scoop.it

"Experience of life on the client side has enabled Tim Payne (pictured) to bring innovation and energy to his role at KPMG. He explains why his past lends him a unique level of respect when advising, and how data is making the future of HR uncertain."

Tony Brugman (Bright & Company)'s insight:

Nice interview in HR Magazine with KPMG's European HR director, discussing the way the HR function has and will change(d) within KPMG and in general. With a emphasis on the use of analytics: "Harnessing data and analytics is vital but urges caution. Data analytics is where HR will go, I have no doubt."

 

He describes his caution as follows: "We are woefully underprepared to take advantage of it. The basic maths and statistical skills just aren't there in HR functions." "For HR to fully take advantage of analytics, Payne believes it needs three things: the ability to crunch numbers, get data and think like a scientist."

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HR Analytics and Big Data @ Work
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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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Datafication Of Human Capital: What Every Business Leader Should Know Before Translating People Into Numbers - Bright & Company

Datafication Of Human Capital: What Every Business Leader Should Know Before Translating People Into Numbers - Bright & Company | HR Analytics and Big Data @ Work | Scoop.it

‘Our Human Capital is key to our organizational success’: it is hard to find an organization that does not somehow subscribe to this view. These organisations are right too, there’s no doubt about that. But living in the era of Big Data and Human Capital Analytics means organisations cannot afford to make these claims any more without putting their money where their mouth is.

Tony Brugman (Bright & Company)'s insight:

How can organisations successfully apply Human Capital Analytics? What are the benefits of HCA? And why should we care? Based upon our experiences, me and my colleagues wrote an opinion article about the impact of ‘Datafication of Human Capital’ in the magazine of the VU University Amsterdam, Amsterdam Business Research Institute (ABRI).

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The 10 golden rules of HR analytics

The 10 golden rules of HR analytics | HR Analytics and Big Data @ Work | Scoop.it
Is HR lost without analytics? And with analytics I do not mean reporting on FTE, headcount, employee engagement or for instance providing the number of talents in your organisation. With analytics I mean applying statistical methods, like regression analyses, on data sets that combine HR and business data. The latter allows you to really determine the impact of HR elements such as, engagement on for instance client satisfaction, products sold or market share. Exactly this type of analytics will (re-)claim that strategic seat at the business table HR is talking about for the last ten years. So

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

Great post by our respected client Patrick Coolen, ABN-Amro. Sharing his lessons learned thus far when it comes to applying HR Analytics in practice.

 

Some key takeaways:

- Make analytics business relevant
- Start small and learn
- Be realistic
- Preach & Teach

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Andrée Laforge's curator insight, December 18, 2014 9:32 AM

Les 10 règles à suivre pour l'analytique RH

Bailey Lasseter's curator insight, January 27, 7:12 PM

Interesting article on analytics in HR. Keeping it relevant and staying within boundaries allows HR to really add to strategic changes in the workforce.

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Big Decisions: Executives Rely More on Experience and Advice Than Data to Make Business-Defining Choices (PwC)

Big Decisions: Executives Rely More on Experience and Advice Than Data to Make Business-Defining Choices (PwC) | HR Analytics and Big Data @ Work | Scoop.it
But Data-Driven Organisations Report Improved Decision Making, EIU/PwC Report Finds• Highly data-driven companies are three times more likely to report significant improvement in making big decisions,
Tony Brugman (Bright & Company)'s insight:

I have missed this publication back in September ('Gut & gigabytes: Capitalising on the art & science in decision making'), but the report by PwC contains some interesting findings on how executives use data in making their strategic decisions.

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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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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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Becoming an analytics driven organisation to create value

Becoming an analytics driven organisation to create value | HR Analytics and Big Data @ Work | Scoop.it
Becoming an analytics driven organisation to create value 2015
Tony Brugman (Bright & Company)'s insight:

Another study on the implementation and usage of Big Data in organisations, this time by EY.

 

Some findings:

- 81% agree that data should be at the heart of decision making but only 31% have restructured their operations to do this

- 50% cite poor data as a key concern, yet 69% continue to manage big data projects in house

- 47% cite organisational culture as a key challenge to integrating big data

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Bringing HR and Finance Together with Analytics

Bringing HR and Finance Together with Analytics | HR Analytics and Big Data @ Work | Scoop.it

As a frequent speaker on workforce analytics at HR conferences, I often start with a confession to the audience: I was formerly a vice president of finance and CFO.

 

In that role, I explain, I worked closely with HR in much the same way that finance professionals likely collaborate with HR professionals in most organizations. I would listen politely to HR’s requests for resources to invest in staff, systems or training. And then I would say “no.”

Tony Brugman (Bright & Company)'s insight:

Good November SHRM article by Jeff Higgins (CEO of Human Capital Management Institute) on "Why must HR learn to speak this language of business numbers?" and "How do we bring HR and Finance together?"

 

In summary, he proposes 5 steps for HR to speak the language of business:

 

1. Compelling Questions (Ask the right questions)
2. Objective Measures and Facts (Historical data, key metric indicators, segmented data)
3. Powerful Visuals and Charts (Charts with insights that tell a story and drive action)
4. Qualitative Storytelling ("Two of our top three salespeople came from other industries.”)
5. Link to Business Impact (ROI/Cost/Profit)

 

This article was previously published in Workforce Solutions Review: http://www.ihrimpublications.com/WSR_Online_Archives/Jeff_Higgins-WSR_May14.pdf

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Arun Krishnan's curator insight, February 1, 10:36 PM

These five steps mentioned help not just HR functions within organizations but also workforce/talent analytics firms in positioning their products and services to be more effective.

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The 25 Hottest Skills That Got People Hired in 2014

The 25 Hottest Skills That Got People Hired in 2014 | HR Analytics and Big Data @ Work | Scoop.it
Believe it or not, 2014 is almost over and 2015 is right around the corner. With a new year comes new opportunities, and around this time we at LinkedIn are typically asked the following question: “Who’s getting hired and what are they doing?”

To get to an answer, we analyzed the
Tony Brugman (Bright & Company)'s insight:

'Statistical Analysis and Data Mining' tops the list of most wanted skills in 2014, according to Linkedin.

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Tony Brugman (Bright & Company)'s curator insight, January 26, 11:00 AM

Thanks to the people of Linkedin we now know what was hot in 2014 (in relation to hiring for skills and competences).

 

"A few skills trends stood out to us when we reviewed the results.

 

1. Investing in science, technology, engineering, and math (STEM)
2. Data. Data everywhere (data storage, retrieval, and analysis)
3. It pays to know a second language
4. Rise of the technical marketer (fueled by digital, online and SEO marketing)"

 

Also, check out the Slideshare (https://www.slideshare.net/linkedin/the-25-hottest-skills-of-2014-on-linkedin) for a overview of the Top 25 skills per nation.

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Privacy report - Marketresponse

Privacy report - Marketresponse | HR Analytics and Big Data @ Work | Scoop.it
Het MarketResponse Privacyrapport 2014 beschrijft hoe Nederlanders met het delen van gegevens met bedrijven omgaan. Met praktische do's en don'ts over hoe organisaties met privacy van klanten moeten omgaan.
Tony Brugman (Bright & Company)'s insight:

Great research report about the view of the Dutch on sharing personal data with companies and privacy issues. Almost 40% of the people is very aloof in sharing their personal information with organisations. And over 60% feels suspicious in giving their information to companies.

 

More interestingly, the researchers found two main groups of people (Sharers and Evaders), and distinguished four types of (non-)sharers: the anxious, the reserved, the pragmatic sharers, and the carefree risk takers.

 

(Unfortunately in dutch only)

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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, 6:35 PM

Very interesting article.

Arun Krishnan's curator insight, February 1, 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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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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