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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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How Big Data Is Playing Recruiter for Specialized Workers

How Big Data Is Playing Recruiter for Specialized Workers | HR Analytics and Big Data @ Work | Scoop.it
In industries where good talent can be hard to find, companies are using algorithms to scour the Web for recruits, and in the process, they are challenging some traditional notions of hiring.
Tony Brugman (Bright & Company)'s insight:

Great in-depth article in New York Times on Big Data and Recruiting (or as they call it "Work-force Science"), especially focused on the search for IT talent. The article describes the story of a young start-up, Gild, that developed technology to mine the internet for new recruits. But more interestingly, "Gild is trying to see whether these technologies can also be used to predict how well a programmer will perform in a job."


This raises the question in the article whether Gild's methods are not too technological driven, relying too much on the big algorithm and ignoring the human side of hiring. On the possibility of "wasting talent" Gild responds that it’s building “machines that try to eliminate human bias”. “Let’s put everything in and let the data speak for itself.”

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How to Tell a Story with Data

How to Tell a Story with Data | HR Analytics and Big Data @ Work | Scoop.it
Five rules for doing it right.
Tony Brugman (Bright & Company)'s insight:

Two great HBR posts in the same week on benefiting from big data while using good narratives. The first is about 'How to Tell a Story with Data' and zooms in onto the visualization of data. "So how does a visual designer tell a story with a visualization? The analysis has to find the story that the data supports."

 

The author offers five principles:

1. Find the compelling narrative
2. Think about your audience
3. Be objective and offer balance (devoid of bias)
4. Don't Censor
5. Finally, Edit, Edit, Edit

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Big Data Gets Bigger: Now Google Trends Can Predict The Market

Big Data Gets Bigger: Now Google Trends Can Predict The Market | HR Analytics and Big Data @ Work | Scoop.it
Yesterday three economists, (Tobias Preis of Warwick Business School in the U.K., Helen Susannah  Moat of University College London, and H.
Tony Brugman (Bright & Company)'s insight:

Can Google predict Stock-Market dynamics? According to this study (http://news.yahoo.com/google-predicts-stock-market-crashes-study-suggests-131040530.html), buying stocks using Google search Trends as a guidance would make a whopping return of 326%!!

 

The writers of this Forbes article did further analysis and revealed that "when it comes to data for market predictions, size matters." In other words, in order to really be able to predict the markt with Big Data (such as Google search Trends), the "secret" is "Bigger and Faster Data".

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What Does The Future Hold For HR Professionals?

What Does The Future Hold For HR Professionals? | HR Analytics and Big Data @ Work | Scoop.it
Last week, I had the honor of delivering opening remarks on Day Three at the Human Capital Institute's 2013 National Summit in Orlando. The day promised to be rather intriguing, given that the two...

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

SAP blog post on the importance of HR Analytics as part of the future role of the HR Professional (who will be serving more as a Strategic Business Partner). The author outlines "three potential opportunities for HR Business Partners to consider":

 

1. Start with the question, not the metrics
2. Use data to educate, not just inform
3. Link talent data to business outcomes

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Big Data, Bigger Deal | Featured Article - Workforce.com

Big Data, Bigger Deal | Featured Article - Workforce.com | HR Analytics and Big Data @ Work | Scoop.it
Big Data, Bigger Deal. Companies have been slow to bring analytics-based decision-making to their people practices, but that's changing.
Tony Brugman (Bright & Company)'s insight:

Excellent article on Workforce Management on the use of Big Data in HR. See also: http://www.workforce.com/article/20130405/NEWS02/130329988/hr-data-enters-the-equation

 

The Bottom Lines:

* Companies rank business analytics as the No. 1 tech innovation challenge they face.
* Evidence-based people management can be used for everything from recruiting to planning future workforce needs.
* HR big data could be what finally gets people management executives into the inner circle of corporate leadership.

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The War on Talent: How Social and Analytics are Reinventing the Art of HR - Wired

The War on Talent: How Social and Analytics are Reinventing the Art of HR - Wired | HR Analytics and Big Data @ Work | Scoop.it
The War on Talent: How Social and Analytics are Reinventing the Art of HR Wired In an ever increasingly social and digital landscape where potential candidates are active over social networks, tagging their expertise and proactively making...

Via Fred Thiel
Tony Brugman (Bright & Company)'s insight:

Nice article on Wired written by IBM's VP HR/Workforce Analytics. He sees a fundamental shift in how organizations are searching for and developing talent: "gone are the days of static job postings and sifting through stacks of resumes."


"A unique combination of social, analytic and talent management tools are required to attract and retain the talent needed to drive value for your organization and build a Smarter Workforce."

 

He describes the example of Regeneron Pharmaceuticals:

Pressured by a tough labour market, the company first started using analytics to determine which skills were needed from their future applicants, and then matched the skills required with targeted applicants. With positive results: realizing the goal of hiring 350 scientists in a short time frame, 1000 new employees in following years, and added business value (developing 10 new drug candidates in record time).

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Fred Thiel's curator insight, April 11, 2013 12:08 AM

Want ads may soon be a thing of the past

L'Atelier de l'Emploi - ManpowerGroup's curator insight, April 16, 2013 1:35 AM

"Regeneron Pharmaceuticals:

Pressured by a tough labour market, the company first started using analytics to determine which skills were needed from their future applicants, and then matched the skills required with targeted applicants. With positive results: realizing the goal of hiring 350 scientists in a short time frame, 1000 new employees in following years, and added business value (developing 10 new drug candidates in record time)."

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IBM CEO: "Data Analytics Will Revolutionize Decision-Making"

IBM CEO: "Data Analytics Will Revolutionize Decision-Making" | HR Analytics and Big Data @ Work | Scoop.it

With cloud, mobile, social and big data advances all happening at once and at lightning speed, how will shifts in technology impact the way businesses are run? The CEO of IBM, thinks it will change everything.


Via Kenneth Mikkelsen
Tony Brugman (Bright & Company)'s insight:

In regard to data analytics, Ginni Rometty (the first female CEO of IBM) says the following in Forbes:

"Many more decisions will be based on predictive elements versus gut instincts." Although "leaders and managers interpret information through the lens of their subjective perspective and set of experiences", "with the incoming tsunami of information”,"those companies that are able to use data to their advantage will make better, more objective calls."

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Kenneth Mikkelsen's curator insight, March 9, 2013 7:18 AM

This ties beautifully in with a commentary Rasmus Rask Eriksen and I wrote for the leading Danish newspaper, Berlingske Tidende, earlier this week. For Danish readers you'll find it here: http://www.b.dk/kronikker/den-digitale-revolution-sneg-sig-ind-ad-bagdoeren

Gordon Gower's curator insight, March 11, 2013 11:31 AM

Just three on the many... (?)

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Five Ways to Make Big Data Actionable for HR

Five Ways to Make Big Data Actionable for HR | HR Analytics and Big Data @ Work | Scoop.it

Big data offers HR executives the opportunity to contribute more strategically to a business’s operations and decision making.


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

"The use of big data empowers HR to view its existing data through a new lens (and to) make more informed decisions." This article at Talent Management Magazine gives some basic considerations for HR executives, when getting involved into Big Data.

 

When Making Big Data Actionable...
* Start with the right questions
* Focus on compatibility
* Ensure integration
* Remember to disaggregate
* Visualize insights

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Analytics used to predict who will leave a job!

Analytics used to predict who will leave a job! | HR Analytics and Big Data @ Work | Scoop.it
WSJ - March 14, 2013, 3:36 PM ET Joel Schectman Book: HP Piloted Program to Predict Which Workers Would Quit Hewlett Packard Co. tested a predictive scoring system that attempted to grade the likel...

Via Tanuj Poddar, Ramesh Babu C S, HR Trend Institute
Tony Brugman (Bright & Company)'s insight:

Interesting news. According to the new book Predictive Analytics, by Eric Siegel, HP piloted a scoring system to predict which workers would quit.

Siegel: "The analytics model looked at factors such as salaries, promotions and job rotations, and scored the likelihood that particular employees would leave."

 

More importantly, data scientists at HP estimated a full implementation of the system has a potential of $300 million in savings. "The current extent of the program is not known." To be continued...?!

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HR Executives: Analytics Role Needs Higher Profile

HR Executives: Analytics Role Needs Higher Profile | HR Analytics and Big Data @ Work | Scoop.it
By linking analytics with business outcomes, and positioning HR analytics teams in leadership positions, executives believe they can make a positive impact.
Tony Brugman (Bright & Company)'s insight:

Good summary of a recent HR Analytics workgroup session with nine HR executives by Cornell University, Center for Advanced Human Resource Studies (CAHRS). Organizations included AstraZeneca, BAE Systems and Barclays.


"The most pressing issues (in regard to HR Analytics) have more to do with storytelling and organizational structures than HR data itself."

 

Other insights from the HR executives’ meeting:

* The importance of stories
* A debate about centralizing analytics teams
* The need for C-suite support
* A higher profile for the HR analytics role

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5 reasons organizations predict when you will die | SmartBlogs

5 reasons organizations predict when you will die | SmartBlogs | HR Analytics and Big Data @ Work | Scoop.it
This adapted excerpt is from "Predictive Analytics: The Power to Predict Who Will Click, Buy, Lie, or Die," by Eric Siegel, released this month by Wiley. S
Tony Brugman (Bright & Company)'s insight:

Although it seems an humoristic statement at first, predicting the death of people is serious stuff. This is at least what Eric Siegel tells us in his latest blog (and his new book called ‘Predictive Analytics: The Power to Predict Who Will Click, Buy, Lie, or Die’, http://www.thepredictionbook.com/ ). Also watch his video at the bottom of the blog. "You don't need to predict accurately to get great value!"

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Arguing for Increased Gut-feel in the Age of Analytics

Arguing for Increased Gut-feel in the Age of Analytics | HR Analytics and Big Data @ Work | Scoop.it
Talent Analytics, Corp. has created the most valuable, (and most addictive) talent analytics platform in the industry. Talent dashboards help organizations and consultants anticipate the affect of current and future talent on business strategies.
Tony Brugman (Bright & Company)'s insight:

Great post discussing the use of 'gut-feel' versus the use of hard analytics in decision-making situations. The author refers to the before Billy Beane (Moneyball) period, when baseball decisions were made solely on gut-feel, insead of using analytics. "Sadly, this is what many hiring managers today still do rather than should do."

 

Great quote from the article, which nails it the best:

"Relying solely on gut-feel is like flipping a coin; analytics advise you to pick heads."

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Talent Analytics (Part 5): Is HR making adequate use of talent analytics?

Talent Analytics (Part 5): Is HR making adequate use of talent analytics? | HR Analytics and Big Data @ Work | Scoop.it
While other service lines are increasingly adopting analytics, HR has a long way to go.
Tony Brugman (Bright & Company)'s insight:

Short Deloitte University video with Deloitte's Jeff Schwartz and Tom Davenport (as part of the Talent Analytics series).

 

Top Quote:

Tom Davenport addresses HR on the usage/utilization of (Talent and HR) Analytics "I don't ask you to be the leader, but don't be a lagger"

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The Value of Big Data Isn't the Data

The Value of Big Data Isn't the Data | HR Analytics and Big Data @ Work | Scoop.it
To make the data useful, you need to turn it into a narrative. To do that at scale, you need machines.
Tony Brugman (Bright & Company)'s insight:

The other great HBR Blog post on Big Data and building good narratives is 'The Value of Big Data Isn't the Data'. The title contains the message of the article. The author argues that data alone won't be of any benefit for us humans.

 

In order to capitalize on Big Data, "we will need systems that not only perform data analysis, but then also communicate the results that they find in a clear, concise narrative form." The author proposes a workflow model from interpreting the data to generating a narrative from the data. 

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Human Resources: Big Data Benefits and Challenges

Human Resources: Big Data Benefits and Challenges | HR Analytics and Big Data @ Work | Scoop.it

HR managers see improving employee retention as one of the biggest Human Resources Big Data benefits. Learn about other HR Big Data benefits & challenges. from TCS Big Data Study


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

A big study by Tata Consultancy Services on Big Data revealed what benefits and challenges Big Data has for HR. The biggest potential benefit HR Big Data has is improving employee retention. At the same time HR managers are struggeling with the focus of their Big Data investments and with the recruitment of data-scientists.

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Andrew Spence's curator insight, April 11, 2013 5:51 AM

There are some great opportunities for big data including improving employee retention and making recruitment campaigns more effective.  However, many multi-national HR functions grapple with getting the basics right with employee data accuracy, consolidating disparate technology platforms, payroll accuracy, headcount reporting etc.  The opportunities are great, but for some solid foundations are needed 1st......

Diego Gerardo Yáñez Segura's curator insight, April 16, 2013 1:07 PM

Comento en este artículo sobre Big Data de los Recursos Humanos, porque me quise enfocar un poco más en lo que se refiere a sistemas de tecnología de información que ayudan al desempeño de una empresa, en este caso, a hacer mas eficiente las operaciones de recursos humanos.

 

Este artículo lo considero interesante ya que nos dice los principales beneficios de Big Data, los cuales son: mejora la retención de los empleados (determina la probabilidad de cada uno de los empleados de presentar la rotación), mejorar la efectividad de las campañas de reclutamiento, así como también medir la moral y el grado de satisfacción de los empleados.

 

Yo recomiendo que las medianas y grandes empresas se den a la tarea de investigar acerca del Big Data, ya que le minimizaría costos en procesos de recursos humanos y tendría una planilla de empleados más uniformes, más productivos y más satisfechos.

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How HR can use CRM as a model for workforce analytics

Read why one expert thinks CRM practices like sentiment analysis and marketing automation can help HR steer a course for workforce analytics.

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

Very interesting article! Tag line: "Our external vision -- that of understanding of our customers -- has never been so clear. Why reserve such intensive focus for customers only?"

 

The article describes examples of CRM practices which can be applicable for HR/HCM too! From 'Social monitoring and sentiment analysis' to 'Social campaigns and marketing automation'. The author concludes: "So why aren't we doing more of this in our HR practices today? Because in most cases, HCM-specific technologies have not evolved to capitalize on these lessons from CRM."

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HR as a Data Leader: How It Can Help Solidify Your Strategic Role

HR as a Data Leader: How It Can Help Solidify Your Strategic Role | HR Analytics and Big Data @ Work | Scoop.it
Readers of my blogs and articles know that my focus has often been on explaining Big Data. This Big Data phenomenon is quickly spreading throughout the business world. Those that understand …
Tony Brugman (Bright & Company)'s insight:

Good blog at TLNT.com: Yes Big Data is a good for HR, but always be cautious, critical and clear-minded! The author proposes “three important concepts to always keep in mind.”

 

1. Know the difference between “Story-telling” and “Story-selling ”
2. Know the difference between “Correlation” and “Causation ”
3. Know when your sample size is sufficient

Plus: Don’t blindly accept information.

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HR Data Enters the Equation - Workforce Management

HR Data Enters the Equation - Workforce Management | HR Analytics and Big Data @ Work | Scoop.it

"The best-performing HR departments are harvesting big data so their leaders arrive at the proverbial top table with insights about pivotal roles, critical skills and gaps, says Harry Osle, global HR transformation and advisory practice leader at The Hackett Group."


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

Good featured articles on HR Analytics in Workforce Management! Also read the related article 'Is HR at its Breaking Point' on "how some companies are merging traditional HR duties into other departments". http://www.workforce.com/article/20130405/NEWS02/130329989

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Predictive Analytics Infographic

http://spr.ly/predictive - By making predictive insight available to everyone in the organization, companies are empowered to make the right choices at the righ (Predictive Analytics Infographic by @businessobjects on @slideshare

Via Fred Thiel
Tony Brugman (Bright & Company)'s insight:

Brought to you by SAP Analytics, some interesting findings on the use of predictive analytics.

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Fred Thiel's curator insight, April 4, 2013 9:18 PM

Who does not like good informative infographics...

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11 Guiding Principles to Maximize HR Analytics Effectiveness

11 Guiding Principles to Maximize HR Analytics Effectiveness | HR Analytics and Big Data @ Work | Scoop.it
HR Analytics are certainly not a new topic in our business, however they have become very popular recently. We have done this type of work for organizations of all sizes for nearly twenty years—so ...
Tony Brugman (Bright & Company)'s insight:

Great read on iNostix' HR Intelligence Blog. A solid set of must-know guidelines and common mistakes when embarking onto the field of HR Analytics.

 

For example:
- "Organizations make investments in people without any data or with the wrong data"
- "Once a connection/linkage is made with the data, accountability is unavoidable (and that’s a good thing)"
- "Actual business impact must be shown—making predictions are not enough"

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Will Moneyball Analytics Kill Loyalty and Leadership?

Will Moneyball Analytics Kill Loyalty and Leadership? | HR Analytics and Big Data @ Work | Scoop.it
Past achievements mean nothing if you don't have future potential.
Tony Brugman (Bright & Company)'s insight:

Provoking article and ditto discussion on HBR. The author, Michael Schrage (MIT Sloan), discusses whether employees (from pro athletes to business marketers) gain their importance through results from the past or based on future value. According to the writer, the increasing use of 'Moneyball'-inspired analytics and metrics will also increase the emphasis on the latter.

 

"You are what the analytics predict you will be. That changes the social — as well as the professional — contract."

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Robot recruiters

Robot recruiters | HR Analytics and Big Data @ Work | Scoop.it
THE problem with human-resource managers is that they are human. They have biases; they make mistakes. But with better tools, they can make better hiring decisions,...

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

Good article in The Economist on the advantages of HR Analytics. The author gives several examples of how data-analysis can provide new insights for HR (eg. on employee attitudes and behavior).

 

Realisticly, the article ends with the remark that although "algorithms and big data are powerful tools", "they must be designed and used by humans, so they can go horribly wrong." In other words, blindly relying on such instruments is not recommended.

 

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Ioannis Nikolaou's curator insight, April 5, 2013 12:48 PM

Interesting... For instance, people who fill out online job applications using browsers that did not come with the computer (such as Microsoft’s Internet Explorer on a Windows PC) but had to be deliberately installed (like Firefox or Google’s Chrome) perform better and change jobs less often."

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Competing on Talent Analytics

Competing on Talent Analytics - Free download as PDF File (.pdf), Text File (.txt) or read online for free.
Tony Brugman (Bright & Company)'s insight:

Repost of Thomas Davenport's Harvard Business Review classic: Competing on Talent Analytics. (The former PDF version went offline.) Must read for anyone interested in HR Analytics.

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Big Data: Scorecards and Dashboards | Talent Management Blog

Big Data: Scorecards and Dashboards | Talent Management Blog | HR Analytics and Big Data @ Work | Scoop.it

"Last week we discussed data from anecdotes and storytelling. This was the beginning of the human capital analytics continuum. This week I want to talk about scorecards and dashboards."

Tony Brugman (Bright & Company)'s insight:

Column by HR Analytics expert Gene Pease on Scorecards and Dashboards. Pretty basic stuff, but nevertheless a good read for learning those basics. Also it gives more color to what Pease calls the ‘Analytical Continuum’.

 

At the end, he warns users to overly rely on these instruments: “Dashboards are a good place to start. However, I caution against making decisions solely based on dashboard data. In many cases, this data is correlated, but that does not always imply causality.”

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Preparing for Analytics 3.0

Preparing for Analytics 3.0 | HR Analytics and Big Data @ Work | Scoop.it
Large organizations are combining traditional analytics and big data to form a new synthesis, and those that lead the charge will seize the most value.

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

Is your head still spinning because of the Analytics 2.0 you're in? Well good (or bad?) news for you. According to Tom Davenport, in the WSJ, Analytics 3.0 is already knocking on our door...

 

"Big data, of course, is still a popular concept, and one might think that we’re still in the 2.0 period. However, there is considerable evidence that organizations are entering the Analytics 3.0 world. It’s an environment that combines the best of 1.0 and 2.0—a blend of big data and traditional analytics that yields insights and offerings with speed and impact."

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