HR Analytics and Big Data @ Work
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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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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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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, 2015 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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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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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, 2015 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, 2015 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.