HR Analytics and Big Data @ Work
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Analytics Trends 2014 (And why some may not materialize)

If you had a crystal ball, could you predict where analytics is headed? We took a look ahead using our experience along with insights from the industry. Here...
Tony Brugman (Bright & Company)'s insight:

Deloitte Trend Watchers give their view on the trends for Analytics in 2014. Amongst them is Tom Davenport. The eight trends according to Deloitte:

 

- The talent crunch that wasn't
- A picture is worth a thousand numbers
- Machine learning finds a big data niche
- Data discovery platforms: The new R&D lab?
- Analytics drives entertainment
- The rise of the Chief Analytics (and Big Data) Officer
- Data products run amok
- Is the data warehouse dead?

 

See also: http://www.deloitte.com/view/en_US/us/Services/additional-services/deloitte-analytics-service/analytics-trends/index.htm

 

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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, you report to the CHRO. Period!

HR analytics, you report to the CHRO. Period! | HR Analytics and Big Data @ Work | Scoop.it
News and Opinion from the Fastest Growing HR Network & Conference in the World

Via David Green
Tony Brugman (Bright & Company)'s insight:
Sharp blog post by iNostix' Luk Smeyers. He arues that HR leaders should step up their utilisation of intelligence/analytics. "Dear HR leader, have you ever met a finance chief who hides his/her intelligence two or three levels down in their company? I haven’t." 

He recommends that CHROs should... 
1) take the lead in all (HR) analytical efforts 
2) have a top analyst reporting directly to him/her 
3) mirror HR analytics leaders with role and skills of top consultants 
4) clearly separate HR reporting and predictive HR analytics activitiesr insight
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Measuring up: HR’s new need for leaders in data analytics

Measuring up: HR’s new need for leaders in data analytics | HR Analytics and Big Data @ Work | Scoop.it
As companies grow more metric insistent, HR departments must tap talent in new ways to build and expand their capacity to analyze and offer critical information about human capital.
Tony Brugman (Bright & Company)'s insight:
New research report by HR & Leadership expert Korn Ferry Institute on HR Analytics and what this requires from business and HR leaders.

"The benefits of HR analytics can and should extend beyond the HR function. Because HR analytics requires integrating data from across the business, internal relationships and collaboration among very different lines in the enterprise grow stronger."

"As CHROs and HR departments have shown greater business acumen and the capacity, beyond excelling in their dealings with talent, to improve organizations’ financial performance, their engagement with CEOs and boards of directors has deepened in recent years. These increased responsibilities have resulted, in part, through their capacity to provide analytics data."
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How to Be Less Terrible at Predicting the Future - Freakonomics

How to Be Less Terrible at Predicting the Future - Freakonomics | HR Analytics and Big Data @ Work | Scoop.it
Experts and pundits are notoriously bad at forecasting, in part because they aren’t punished for bad predictions. Also, they tend to be deeply unscientific. The psychologist Philip Tetlock is finally turning prediction into a science — and now even you could become a superforecaster.
Tony Brugman (Bright & Company)'s insight:
Listen tip: podcast episode from Freakonomics Radio with 'Superforcaster'-expert Philip Tetlock on how to (be better at) predicting the future.
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The Rise of Data-Driven Decision Making Is Real but Uneven

The Rise of Data-Driven Decision Making Is Real but Uneven | HR Analytics and Big Data @ Work | Scoop.it
Growing opportunities to collect and leverage digital information have led many managers to change how they make decisions – relying less on intuition and more on data. As Jim Barksdale, the former CEO of Netscape quipped, “If we have data, let’s look at data. If all we have are opinions, let’s go with mine.”
Tony Brugman (Bright & Company)'s insight:

Research by MIT and London School of Economics, studying the rise of 'data-driven decision making' (DDD) in US manufacturing. The researchers found that usage rose from 11% to 30% between 2005 and 2010.

 

"However, adoption has been uneven. DDD is primarily concentrated in plants with four key advantages: 1) high levels of information technology, 2) educated workers, 3) greater size, and 4) better awareness."

 

"No doubt the hype surrounding big data and analytics is great. However, (..) there is something beyond the hype: firms are rapidly adopting DDD and fundamentally changing how they approach management in the digital age."

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A Combined Text Analytics – The Best HR Analytics Articles of 2014 &15

A Combined Text Analytics – The Best HR Analytics Articles of 2014 &15 | HR Analytics and Big Data @ Work | Scoop.it
As a renowned practitioner in the global HR analytics space, his endorsements imply that the consolidated intent of these posts ( via deep text analytics ) could be of prime interest to the global HR fraternity
Tony Brugman (Bright & Company)'s insight:

What would you get if you would perform text analytics onto the best HR Analytics articles of the past two years (2014-2015)? The result is this intruiging Linkedin article by Raja Sengupta (data scientist at Quantta Analytics).

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8 Things Mark Berry Can Teach You About HR Analytics

8 Things Mark Berry Can Teach You About HR Analytics | HR Analytics and Big Data @ Work | Scoop.it
If one person in the HR analytics world has been in the press all the time in the past years, it's for sure Mark Berry. Enjoy reading his great learnings.
Tony Brugman (Bright & Company)'s insight:

Great interview! Colleagues of iNostix spoke with HR Analytics veteran Mark Berry (former VP HR at ConAgra Foods  now VP HR/CHRO at CGB Enterprise).

 

Luk Smeyers (iNostix) and Mark Berry discussed 8 aspects for successful HR Analytics:

1. Reporting directly to the CHRO
2. Inside or outside HR?
3. The CHRO and his/her analytical acumen
4. Gathering data outside of HR?
5. Building analytical credibility
6. Build or buy?
7. Skills for doing HR analytics
8. Analytical acumen for HR business partners

 

(See also http://sco.lt/5RPbjl for Mark Berry's article about 7 ways to fail with HR Analytics)

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Critical Evaluation: Put Your Analytics into Action (by Jeanne Harris) - SHRM

Critical Evaluation: Put Your Analytics into Action (by Jeanne Harris) - SHRM | HR Analytics and Big Data @ Work | Scoop.it
Jeanne G. Harris, author and HR thought leader, on how to go beyond quick fixes to building real analytic capability.
Tony Brugman (Bright & Company)'s insight:

Nice tips from Jeanne Harris (co-author of analytics must-reads 'Analytics at Work' and 'Competing on Analytics') on getting more out of your HR analytics this year.

 

"Here’s what HR should do in 2016 to help their organizations get real value from HR analytics:"
1. Develop your company’s analytical literacy
2. Use diverse teams to solve major talent challenges
3. Focus on big results, not analysis

 

"Buying a new software solution is easy, but it is time for HR to forget about quick fixes. Only by building a real analytic capability can HR professionals become the proactive, data-driven critical thinkers and business leaders that their organizations need." - Agree!

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How Machines Learn (And You Win)

How Machines Learn (And You Win) | HR Analytics and Big Data @ Work | Scoop.it
Making smart predictions with statistical models
Tony Brugman (Bright & Company)'s insight:

Nice insight into how data scientists work with machine learning applications. In this HBR article an example of a Machine Learning process is visualized via a decision tree.

 

1. Process: Decide What You Want to Know

2. Build a Model

3. Accumulate Answers

4. Make a Decision

5. Iterate

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Why Good Spreadsheets Make Bad Strategies

Why Good Spreadsheets Make Bad Strategies | HR Analytics and Big Data @ Work | Scoop.it
We live in a world obsessed with science, preoccupied with predictability and control, and enraptured with quantitative analysis. Economic forecasters crank out precision predictions of economic growth with their massive econometric models. CEOs give to-the-penny guidance to capital markets on next quarter’s predicted earnings. We live by adages like: “Show me the numbers” and truisms […]
Tony Brugman (Bright & Company)'s insight:

Reality-check HBR article by Leadership and Strategy expert Roger Martin on 'our' preoccupation with predictability and focus on numbers in decision-making. The blog article has been published in 2010, but is still actual and relevant now. Especially in the world of analytics and Big Data.

 

"We must stop obsessing about measurement so much that we exclude essential but un-measurable qualities from our understanding of any given situation. We must also consider the possibility that if we can’t measure something, it might be the very most important aspect of the problem on which we’re working."

 

Martin wrote a more extensive piece in Rotman Management with the title 'Beyond the Numbers', in which he gave three pieces of advice "regarding the qualitative paradigm":

 

1) Decision making is not only about equations and symbols. We must use all of our senses as we form opinions and make decisions. Numbers can help to describe sensory experience, but they cannot serve as a substitute for it.

 

2) Never dismiss strong feelings that you have but cannot explain. (Sometimes) your feelings will run ahead of your ability to explain them to another person. But that doesn’t mean that they are wrong.

Rather than dismissing these feelings, integrate them into your quantitative analysis.

 

3) Cultivate surprise and learn to embrace it. If the course of action you have chosen — i.e. your model — produces an outcome

that you didn’t expect, don’t get upset and throw out the experiment. Instead, learn from it and adjust your model.

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Dave Ulrich: Don't blow up HR, appreciate and evolve it

Dave Ulrich: Don't blow up HR, appreciate and evolve it | HR Analytics and Big Data @ Work | Scoop.it

"In an exclusive article Dave Ulrich hits back at HR-bashing articles in the popular business press. Rather than ‘blow up HR’, as suggested on the cover of the latest Harvard Business Review, we should appreciate it and evolve it, Ulrich argues."


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

Enough with the mud throwing party! The maestro himself, Dave Ulrich, personally adds his contribution to the "HR? Yes/No/Yes/No"-debate.

 

With a positive note he argues that "much is going well for innovative HR. (..) The dated strawman of HR is out of date. Innovative HR exists." According to Ulrich, rather than seeing obstacles, in order to move forward we need to learn to appreciate HR and focus more on the (future) possibilities of HR.

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Andrée Laforge's curator insight, July 24, 2015 9:22 AM

Voici ce que Dave Ulrich a à dire sur le dernier numéro du Harvard Business Review : It's time to blow-up HR.

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4 Approaches Everyone In HR Analytics Should Be Using

4 Approaches Everyone In HR Analytics Should Be Using | HR Analytics and Big Data @ Work | Scoop.it
Here's a short overview of the 4 most common predictive HR analytics approaches or methodologies that everyone in HR should be using over and over again.
Tony Brugman (Bright & Company)'s insight:

No-nonsense, clear-cut stuff by iNostix: 4 HR Analytics approaches and examples (Clustering, Driver Analysis, Risk Scoring and Forecasting).

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What People Analytics Can’t Capture

What People Analytics Can’t Capture | HR Analytics and Big Data @ Work | Scoop.it
Old-school tools still matter.
Tony Brugman (Bright & Company)'s insight:

Good critical piece by Leadership expert Daniel Goleman. He points out the possible weakness of using analytics in assessing people and management performance.

 

For example, "using an outcome metric like an executive’s earnings performance, while ignoring his role as a boss and his impact on the morale, loyalty, focus, and stress levels of his direct reports, may result in a false indication of who’s really the best boss."


Lots of 'soft' aspects are not easily captured with analytics. "Character traits like integrity and compassion (which) are surprisingly strong drivers of business success."


"The biggest objection comes from the fact that the strongest predictor of a person’s future behavior is their past performance itself. And that performance gets evaluated best by people who know that person well."

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Earning Consumer Trust in Big Data: A European Perspective on Regulatory Issues and Legal Risks | BCG

Earning Consumer Trust in Big Data: A European Perspective on Regulatory Issues and Legal Risks | BCG | HR Analytics and Big Data @ Work | Scoop.it
As BCG research has shown, consumer trust is the key to unlocking big data’s full value potential; without such confidence, billions of euros in future economic and social value might be lost.

Earning Consumer Trust in Big Data: A European Perspective, a new report by The Boston Consulting Group and global law firm DLA Piper, addresses the competing interests of businesses, consumers, and governments. Specifically, the report examines the unique legal approach to data protection and privacy that the European Union (EU) is taking.
Tony Brugman (Bright & Company)'s insight:

Interesting report by BCG and DLA Piper addressing legal, security and privacy issues of consumer Big Data use by companies and governments in Europe.

 

According to the report earning consumer trust in Big Data is key! "It takes time to gain it, but an instance to lose it". The report gives insights, case examples and tips for mitigating potential issues and risks.

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Teacher Moneyball: Can big data and predictive analytics help find the next generation of star educators?

Teacher Moneyball: Can big data and predictive analytics help find the next generation of star educators? | HR Analytics and Big Data @ Work | Scoop.it
Drawing lessons from sports, Moneyball, and predicative analytics, Jacob Murray asks whether we can isolate the key traits of effective teachers and then assess the prevalence of these traits in prospective teachers to forecast who the next star educators will be.
Tony Brugman (Bright & Company)'s insight:
Interesting question: can predictive analytics help education to find the next best talent in teaching?

The author of this Brookings blog argues that we already know the qualities and characteristics of effective teachers, among them positive disposition, high standards /expectations, organization and clarity, and self-critical / reflective /problem-solvers. Why not use the principles of 'Moneyball' to scout the next star educators?
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The data deluge: Five years on

In a new slideshow, explore how data in business and and society has progressed since 2010.
Tony Brugman (Bright & Company)'s insight:
Nice summary overview five years after The Economist published its article 'The Data Deluge' written by data specialist Kenneth Cukier. This slidedeck shows how the story continued since in 2010.

Hint: Mo(o)re and Mo(o)re!
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Geek Professor Drops Rap Video, Tries to Dance

The USA's Chief Data Scientist designated his profession "the sexiest job of the 21st century." Here's proof he was right. Watch the origin story of Dr. Data, who performs a catchy infotainment rap about predictive analytics and reveals the power of embracing your true inner geek.
Tony Brugman (Bright & Company)'s insight:
First ever pop music video about Predictive Analytics. (Brought to you by PA guru Eric Siegel and his alter ego Dr. Data) "I like the way you call me Big Data!"
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What Work Email Can Reveal About Performance and Potential

What Work Email Can Reveal About Performance and Potential | HR Analytics and Big Data @ Work | Scoop.it
People who send more messages are often higher performers.
Tony Brugman (Bright & Company)'s insight:

Interesting HBR article on using digital data (for instance from e-mail) can be used to predicting the performance of individuals. With these data, organisations can uncover patterns and insights from these data about employee networks and performance.

 

The author argues that strong networks/connections can predict employee performance and large employee networks can predict (high) potential.

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Compensation still to embrace People Analytics: a matter of skills or behaviors?

Compensation still to embrace People Analytics: a matter of skills or behaviors? | HR Analytics and Big Data @ Work | Scoop.it
A winning employee value proposition cannot be solely centered on the competitiveness of pay. Gauging the overall competitiveness of rewards requires to assess a number of factors related to career,
Tony Brugman (Bright & Company)'s insight:

Good and critical article on using (HR) analytics in the field of compensation. The author argues that compensation can benefit from analytics in at least four ways:


1. Identify the “right” compensation program mix

2. Improve talent attraction and retention

3. Create a clear line-of-sight to influence behaviors

4. Improve performance assessments


Yet, to become more successful he presses that "a fundamental behavioral change is requested"! Requiring a new attitude, which is "more than quantitative skills, (starting with) asking the right question!"

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What to Do Before You Fire a Pivotal Employee - HBR

What to Do Before You Fire a Pivotal Employee - HBR | HR Analytics and Big Data @ Work | Scoop.it
Map the impact on your company’s network.
Tony Brugman (Bright & Company)'s insight:

Very interesting article by Belgian HR and Analytics researchers Bart Baesens, Luc Sels and Sophie De Winne, combining social network analysis and analytics.

 

For example to assess the impact of firing a certain employee. "(It) could reveal new serendipitous insights into the relationship between employee and customer drain, which would allow a company to create an unprecedented competitive advantage."

 

In the HBR article they briefly describe

1. how to model an employee/social network through analysis

2. how to further mapping out the employee network

3. how to analyse the employee network using descriptive metrics

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How to Fail at HR Analytics in 7 Easy Steps

How to Fail at HR Analytics in 7 Easy Steps | HR Analytics and Big Data @ Work | Scoop.it
A ‘leading loser’ shares what he learned the hard way—so you won’t have to.
Tony Brugman (Bright & Company)'s insight:

Nice insights by Mark Berry (experienced HR analytics practitioner). He spoke to SHRM HR Magazine about his lessons learned on HR Analytics.

 

He mentions his pitfalls as seven key actions as a "recipe for failure":


1. Position your program as strategic even if you’ve done nothing that qualifies it as such
2. Focus on the solution before defining the problem
3. Invest most of your resources in technology rather than partnering with the right vendor
4. Hire experts before they demonstrate any expertise
5. Accept a role and reporting relationship that compromises your impact and integrity
6. Delude yourself into believing that others value what you are doing as much as you do
7. Believe your own press

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For Entrepreneur360 'Data Champions,' Success Is Steady, Plotted and Planned

For Entrepreneur360 'Data Champions,' Success Is Steady, Plotted and Planned | HR Analytics and Big Data @ Work | Scoop.it
These companies push forward with proven strategies to drive results.
Tony Brugman (Bright & Company)'s insight:

What does set the best data-driven entrepreneurial companies apart from its less performing peers? According to thorough analysis by Entrepreneur Magazine the characteristics of these 'Data Champions' are:

 

>> They often emphasize a reliance on performance data, sharing it across the company to help employees at all levels make decisions.


>> They are much more likely than their peers to offer employees higher pay and a share of profit.

 

>> They pay close attention to planning and managing growth, looking to build a sustainable functioning business.

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Top 18 HR Analytics Articles (first half year 2015)

Top 18 HR Analytics Articles (first half year 2015) | HR Analytics and Big Data @ Work | Scoop.it
Once again we are bringing you a selection of our favorite articles on HR analytics by some of the most recognised HR Analytics experts and thought leaders.

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

Nïce need-to-read collection of HR Analytics articles by colleagues of iNostix!

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Mike Warren's curator insight, October 20, 2015 6:59 AM

The largest shift in the history of HR is underway and you simply cannot afford to be left behind. This shift is from historical reliance on intuitive or “off the top of my head” decision-making among HR professionals and supervisors/managers to a more businesslike data-driven approach.  

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It’s Embarrassing: Every Business Function Measures Quality, Except Recruiting

It’s Embarrassing: Every Business Function Measures Quality, Except Recruiting | HR Analytics and Big Data @ Work | Scoop.it
Recruiting Is Literally the Last Function to Measure It’s Output Quality Quality is such an easy-to-understand thing. It is an improvement in performance a

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

Whoops! (Great analysis as always by ERE's John Sullivan!)

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Andrée Laforge's curator insight, July 28, 2015 8:00 AM

Super article de John Sullivan sur la qualité de l'embauche!

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HR: Life After HR Analytics - HR As A Profit Centre!

HR: Life After HR Analytics - HR As A Profit Centre! | HR Analytics and Big Data @ Work | Scoop.it
With the global economic challenges that HR have faced over the past five years or so it’s not surprising that HR has tended to focus on process efficiency which has meant ongoing trade-offs between quality and cost. Finance and budgeting challenges will always drive such an approach but this is where data based business cases (based on business assumptions and data trends) has never been more important to HR. Without it the focus is on solely reducing cost whereas the focus should also be upon

Via Hendrik Feddersen
Tony Brugman (Bright & Company)'s insight:

Good Linkedin post in favor of more business-driven/minded HR through the use of HR Analytics.

 

The author foresees a bright future for HR when fully embracing HR Analytics:

"Analytics is shifting the expectations of HR and their internal clients, (..) the ultimate outcome of an analytics approach to HR is not that we are more numerate but that we become a profit centre in our own right not just a cost centre."

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Talent Analytics: Old Wine In New Bottles?

Talent Analytics: Old Wine In New Bottles? | HR Analytics and Big Data @ Work | Scoop.it
A day does not pass without my receiving multiple emails announcing webinars, publications, and workshops focused on talent analytics. Talent analytics has become an important area in both consulting firms and corporations. Most of the discussion of analytics emphasizes how much can be gained by better talent utilization and the ability [...]
Tony Brugman (Bright & Company)'s insight:

Great perspectives given by HR and Management guru Edward Lawler on the importance and rise of Talent Analytics.

 

"Without the right kind of culture, leaders who demand data-based talent decisions, and good storytelling, the availability of data is not likely to make a great difference in how organizations manage their talent. For example, they will still make most hiring decisions based on interviews, which have little to no predictive validity!"

 

Creating new wine is not enough, we definitely need new bottles too!

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