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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 Holy Grail I

The Holy Grail I | HR Analytics and Big Data @ Work | Scoop.it

HR sticks to the story of the value of intangibles like a mobster hangs on to an alibi. It's not hard to believe that people are the heart of the business. It's been painfully hard to quantify it.


Via Andrew Spence
Tony Brugman (Bright & Company)'s insight:

Good piece on HR Examiner blog on a major problem that HR has: HR is an island of (organisation and software) silos.

 

All this affects the effectivenss and adoption of HR Analytics: "The problem, in a nutshell, is that the various siloed pieces of software don’t share basic data structures. Identical data is entered in different systems at different times. The process of keeping the data clean is so manual and so subject to failure that maintenance becomes an end in itself."

 

Fortunately, the blogger sees light at the end of the tunnel: "single code stack, single rules engine SaaS compliant solutions". "In a single code stack, the data does not require maintenance in order to be useful. An interesting consequence is that the number of people who need special spreadsheets declines dramatically in the presence of these tools." "It’s astonishing what can happen when the data structure ceases to be an issue."

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Andrew Spence's curator insight, August 2, 2013 12:05 PM

"A large part of the problem is that HR is an island of silos. It turns out that two decades of increasingly complex enterprise software is partly to blame. The problem, in a nutshell, is that the various siloed pieces of software don’t share basic data structures."


An eloquent and insightful article from John Sumser from HR Examiner

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Top 10 HR Metrics Tracked in Workforce Planning - i4cp

Top 10 HR Metrics  Tracked in Workforce Planning - i4cp | HR Analytics and Big Data @ Work | Scoop.it
RT @hrm_today: Top 10 #HR metrics tracked in workforce planning - via i4cp: http://t.co/6nWVDau2A0

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

Interesting findings from new i4cp study on usage of HR metrics in workforce planning. Read more on the study here: http://www.i4cp.com/productivity-blog/2013/07/18/new-i4cp-research-identifies-critical-workforce-planning-metrics

 

Quote from the related article:

"The research revealed that, for example, high-performance organizations are almost 3X more likely than low-performers (53% vs. 18%) to measure new-hire attrition rates. High turnover rates for new employees can signal problems with recruitment, onboarding, training or even employer branding."

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3 Things Google Taught Me about Talent Analytics - CEB

3 Things Google Taught Me about Talent Analytics - CEB | HR Analytics and Big Data @ Work | Scoop.it
One of the favorite parts of my job is speaking with progressive business leaders around the world to learn how they solve their most pressing challenges.  And

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

Corporate Executive Board extracted three valuable lessons from Google's Head of HR Laszlo Bock on HR Analytics:
- Data does not lead to perfect decisions
- Smart people are more important than smart technology
- It’s never too late to use data

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Taking the Long View: Give Big Data Long Context

Taking the Long View: Give Big Data Long Context | HR Analytics and Big Data @ Work | Scoop.it

"Big data, while vast, has its limitations. As time goes on, executives might  consider putting a longer time scale on their analysis when making decisions."

Tony Brugman (Bright & Company)'s insight:

Good article Talent Management magazine. After this article in Wired on Long Data http://www.wired.com/opinion/2013/01/forget-big-data-think-long-data/, Samuel Arbesman (applied mathematician and network scientist) is interviewed by Talent Management magazine. He has the same message: we should pay more attention to long data!

 

But importantly, "How might a human resources executive apply this concept?" Arbesman comes with an surprising example:

"When the automobile came around, all of the buggy whip manufacturers went out of business. If we can actually find the data of how technological changes impacted people who were hired by various companies, or maybe even fired by various companies, I think maybe then it could help place a context on human resources, but also then help us plan for future technological changes."

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HR technology booming as businesses turn to the cloud

HR technology booming as businesses turn to the cloud | HR Analytics and Big Data @ Work | Scoop.it
Over the next 18 months, 60% of companies plan to roll out human resources (HR) technology solutions, says analyst group Bersin by Deloitte.

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

As HR is moving to the cloud, the competition between HR IT suppliers continues, Computer Weekly reports. Two major growth areas in HR Technology are Talent Analytics and Retention Analytics:"

- Talent Analytics "has the potential to generate big returns on investment for employers."

- The latest HR Technology "allows companies to predict when talented staff are likely to leave, giving companies the opportunity to intervene to retain them."

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Moneyball, Big Data, And The Data Scientist

Ari Kaplan is a leading figure in the Major Leagues for revolutionizing and modernizing player assessment. In this episode of Forrester TechnoPolitics, Mike ...
Tony Brugman (Bright & Company)'s insight:

Nice short Forrester video interview with Ari Kaplan, "a real moneyball guy". Kaplan has worked with more than half of all the MLB organizations to evaluate players for maximum return on the baseball club's investment. He combines computer science, data science and business knowledge to get the wanted results for the teams he works with.

 

Read also the accompanied blog post at Forrester: http://blogs.forrester.com/mike_gualtieri/13-07-09-moneyball_big_data_and_the_data_scientist

 

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How to make more money, hire the right people, or find a better job, with a lesson from Moneyball and US sports teams

How to make more money, hire the right people, or find a better job, with a lesson from Moneyball and US sports teams | HR Analytics and Big Data @ Work | Scoop.it
A young British entrepreneur has returned from an American adventure with a documentary and manifesto to help firms hire better people - and it could help you get a better job too.
Tony Brugman (Bright & Company)'s insight:

One of the better HR Analytics articles around, based on research by Rob Symes, who went to America to "learn about hiring from sports-mad data geeks" and to make a documentary about it ("The Outside View"). Among the list of people he interviewed are George Anders (Author, The Rare Find), Kevin Roberts (CEO, Saatchi and Saatchi), Daniel Kahneman (Nobel Prize winner) and Simon Kuper (Author, Soccernomics).

 

Interestingly, Symes warns us against the human bias: "Recruiters and scouts love to draw big conclusions from one attribute, but what behavioral economists will tell you is that this is very, very dangerous because you’re drawing massive conclusions from small amounts of data.'

 

Looking forward to see the full documentary The Outside View!

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Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score | HR Analytics and Big Data @ Work | Scoop.it

"Champions insist that you keep score. If you understand that concept, you shouldn’t be surprised that one of the best ways to separate champion recruiters from weak ones is to bring up the topic of assessing individual recruiter performance."


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

ERE.net Part 1 of John Sullivan's excellent post on keeping a scorecard for recruiters to increase accountability (and in the end their performance). Sullivan gives three scorecard examples:

- A focus on the percentage of improvement in performance

- A year-long assessment of a recruiter’s progress

- A performance comparison to the best and the best ever

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Are you using HR analytics and metrics effectively?

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

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

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

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15 Statistics That Should Change The Business World – But Haven't

15 Statistics That Should Change The Business World – But Haven't | HR Analytics and Big Data @ Work | Scoop.it
It still surprises me, even in this day and age, how many people still need convincing that improving the Customer Experience will generate revenue and save costs. As I read this great blog the other
Tony Brugman (Bright & Company)'s insight:

Some nice statistics (from the neighboring field of Marketing and Sales) on Customer Experience and Customer Retention.

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Evidence-Based HR: Are We Kidding Ourselves?

Evidence-Based HR: Are We Kidding Ourselves? | HR Analytics and Big Data @ Work | Scoop.it
Metrics. Big data. Analytics. If you work in HR and haven’t heard these words over and over again in the last few years then you probably work for ‘Underground Bunkers R Us’. The rest of us have he...

Via HR Trend Institute
Tony Brugman (Bright & Company)'s insight:

Blog post, in reaction to "It is time to build HR into a true profession" http://sco.lt/6mr7Jp. A critical note on the development of HR towards a more analytical approach: "HR is not a science. It will never be, unless we change the definition of science."

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Data is Worthless if You Don't Communicate It

Data is Worthless if You Don't Communicate It | HR Analytics and Big Data @ Work | Scoop.it
To be a better consumer of data, you also have to be able to tell people what it means.
Tony Brugman (Bright & Company)'s insight:

Good HBR blog post by Analytics expert Tom Davenport with a clear message: "As a manager, it's not your job to crunch the numbers, but it is your job to communicate them."

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Your New Secretary: An Algorithm

Your New Secretary: An Algorithm | HR Analytics and Big Data @ Work | Scoop.it
Data scientists are beginning to peer into work relationships, trying to identify patterns that can improve how we collaborate with peers, manage sales relationships, or see how we stack up against colleagues.
Tony Brugman (Bright & Company)'s insight:

Cool examples of People Analytics! Read the WSJ item on 'Your New Secretary: An Algorithm'. How data and smart software are helping businesses and employees to improve their work life and work relationships.

 

Also, watch the Video: "Can an algorithm improve your work life? Evelyn Rusli explains why the next frontier for data is improving your work relationships."

http://live.wsj.com/video/your-new-secretary-an-algorithm/529D42D9-DD6F-4B0F-BD6B-39B51B3CB0F5.html#!529D42D9-DD6F-4B0F-BD6B-39B51B3CB0F5

 

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Workforce Analytics 102 - HR Executive

Workforce Analytics 102 - HR Executive | HR Analytics and Big Data @ Work | Scoop.it
Presenters at upcoming conference pick up where one left off last year -- giving attendees the ''starter's'' advice for computing HR data and metrics that they're clearly clamoring for.

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

Great interview by Steve Boese with Mercer's Brian Kelly and Julia Howes on HR Analytics (prior to the HR Technology Conference in October this year). Some memorable quotes:

 

- "I believe we are at the tipping point [when it comes to] metrics, analytics and workforce planning being a core business process -- not just a "special project" -- at all organizations."

 

- "I have heard the "data" excuse too many times."

 

- "It just doesn't make sense to me; if an organization pays its employees on time and in the right amount, [it will] have enough data to get started with an analytics initiative."

 

- "the process of using metrics and analytics is like a journey"

 

- "These days, everyone wants to get to "predictive analytics" right away without building a solid foundation to conduct such analysis."

 

- "The fact of the matter is there are no "magic" metrics"

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Andrée Laforge's curator insight, July 24, 2013 11:01 AM

I like it! I like it! I like it!

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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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How the spreadsheet-wielding geeks are taking over football

How the spreadsheet-wielding geeks are taking over football | HR Analytics and Big Data @ Work | Scoop.it
The statistical revolution comes to the pitch.
Tony Brugman (Bright & Company)'s insight:

Moneyball comes to Soccer! Simon 'Soccernomics' Kuper reviews the book 'The Numbers Game' from Chris Anderson and David Sally, a new book on Soccer Analytics. Kuper's view on this book: "The book is a valuable addition to the scarce literature at a time when pioneers inside football are only just starting to work out which stats matter, while people outside the game still scarcely know that anything is changing."

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The Big Data HR Fad - ERE.net

The Big Data HR Fad - ERE.net | HR Analytics and Big Data @ Work | Scoop.it

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

Critical blog on ERE.net about Big Data HR. The author uses the model above to explain why we might have taken the Big Data HR Fad too far.

 

"Human performance is A + B = C … that is, something stimulates the employee/manager (A), he/she does X or says Y (B), and the result is either good or bad (C). Human performance is all about B … not A or C".

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Deloitte Analytics | Analytics Advantage survey

Deloitte Analytics | Analytics Advantage survey | HR Analytics and Big Data @ Work | Scoop.it

"The results of our recent Analytics Advantage Survey are in. The survey was commissioned by Deloitte to better understand the state of analytics readiness at leading corporations today – and what the future may hold."

Tony Brugman (Bright & Company)'s insight:

New report by Deloitte shows the latest state of analytics usage in companies around the globe. Key findings:

 

* Analytics has arrived *

Fewer than 20% of companies are not using analytics to support strategic decisions

 

* The best is yet to come *

96% of respondents feel that analytics will become more important to their organizations over the next three year

 

* Key barriers are emerging *

Organizations will have to overcome several key barriers, of which data management and access to talent are the most problematic

 

Watch also the summary by Tom Davenport on YouTube here:

http://www.youtube.com/watch?v=0ZmXO9Mh5oU

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The Future of HR: It’s All About Making It a True Decision Science

The Future of HR: It’s All About Making It a True Decision Science | HR Analytics and Big Data @ Work | Scoop.it

"We are headed into HR’s future, and not its past. May old-style HR rest in peace."

Tony Brugman (Bright & Company)'s insight:

Nice, and seemly overlooked, TLNT post on Evidence-based HR from last year. The blogger recalls the shift from taking Spanish language class to Chinese language class as it will be the future global language.

 

HR also must become future-proof and has to evolve to its "role as a true decision science" (referring to John Boudreau's book Beyond HR). Therefore "HR needs to understand the finance and marketing mindset." But, the biggest obstacle for HR to change is HR itself, warns the author.

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Why Big Data Will Never Beat Human Intuition

Why Big Data Will Never Beat Human Intuition | HR Analytics and Big Data @ Work | Scoop.it
Big Data is big business. Sensors, GPS tracking, math modeling, and artificial intelligence offer companies real-time market insights at massive scale and open the door to unprecedented ways of monitoring, targeting, and measuring employees and...

Via HR Trend Institute
Tony Brugman (Bright & Company)'s insight:

Good and critical blog post focusing on Big Data versus Big Intuition! Six reasons why Human Intuition might be complement to or even better than Big Data:

 

Big Data = Big Brother?

Big Data is not social
Big Data creates small worlds
Big Data makes us smarter, not wiser
Big Data is (too) obvious
Big Data doesn’t give (or forgive)

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What Your CEO Needs to Know about Big Data Analytics - Deloitte CIO - WSJ

What Your CEO Needs to Know about Big Data Analytics - Deloitte CIO - WSJ | HR Analytics and Big Data @ Work | Scoop.it

"Five lessons one CEO has learned about analytics in the age of big data, and his advice for CIOs looking to guide their own companies’ analytics efforts."

Tony Brugman (Bright & Company)'s insight:

Good and clear lessons from the Deloitte CIO section on WSJ on the use of Big Data and analytics:

 

Lesson No. 1: Big data has little intrinsic value ("You need to make sense of it and to find the relevance in it.")

 

Lesson No. 2: First do no harm ("Big data makes sense, except when it doesn’t.")

 

Lesson No. 3: Big data needs big math ("These analytics can’t be tackled simply by purchasing hardware and software.")

 

Lesson No. 4: Little data is fine for starters ("Make sure your company is taking advantage of its available data before spending to acquire more.")


Lesson No. 5: Big data is not a strategy ("Go where the data leads you.")

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HR needs metrics and analytics to retain star performers following EU plans to widen bonus caps

HR needs metrics and analytics to retain star performers following EU plans to widen bonus caps | HR Analytics and Big Data @ Work | Scoop.it

The EU recently published its plans to widen bonus caps for banks, but despite the hype that this will lead to loss of staff and competitive advantage, banks have already begun to make positive preparations for these changes.


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

Interesting take on moving away from bonuses and need of HR Analytics in HR Magazine. The writer of the article says it "requires a complex way of measuring performance - metrics that for many companies don't currently exist. (..) Without HR analytics, measurement becomes a subjective "finger in the air" exercise based on networking and relationships within the company rather than on performance."

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ConAgra Uses Big Data in ‘Battle for Talent’

ConAgra Uses Big Data in ‘Battle for Talent’ | HR Analytics and Big Data @ Work | Scoop.it
The HR department at the packaged foods giant is betting that analytics can help solve the mysteries of whom to hire, and why some people succeed and how to retain them.
Tony Brugman (Bright & Company)'s insight:

Nice example in WSJ of a food company using Analytics software to help in the search for talent. "Data alone doesn’t drive the process. Data gives you direction, it helps you look at the rightness or wrongness of your decisions"

 

Alternative link here: http://bambooinnovator.com/2013/06/03/conagra-uses-big-data-in-battle-for-talent/

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Tomorrow's Recruitment: Big-Data Robots Bring Better Hires

Tomorrow's Recruitment: Big-Data Robots Bring Better Hires | HR Analytics and Big Data @ Work | Scoop.it
Big data can help your organization fill posts—and keep them filled. Analytics evangelists say big data is the key to hiring great talent and reducing attrition. It can also help you pay real market salaries, and increase your diversity.
Tony Brugman (Bright & Company)'s insight:

Nice discussion at Forbes blog whether technology (Big Data) can help us with  recruiting talent. Bottom line: "Big data can help you… find talent that your competitors miss, stop you over-paying for great talent, and keep that talent."

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How to Become a Leading Organization at Talent Analytics | CEB Blogs

How to Become a Leading Organization at Talent Analytics | CEB Blogs | HR Analytics and Big Data @ Work | Scoop.it
“Big Data” and “analytics” have become buzzwords that can be heard all over organizations today.  It seems like there’s a new article everyday on how
Tony Brugman (Bright & Company)'s insight:

Recent CEB blog and accompanying research report on how companies use HR analytics. According to CEB, leading analytic HR organizations…
… value business application over analytic sophistication,
… prioritize critical business questions, not HR metrics,
… hire for business judgment, not data science,
… have CHROs who set the analytics strategy and monitor data quality, 
… present dashboards and data visualizations that connect talent decisions to real business outcomes

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