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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Are You Ready for Analytics 3.0?

Are You Ready for Analytics 3.0? | HR Analytics and Big Data @ Work | Scoop.it
Cutting costs, improving government efficiency, boosting effectiveness and slashing red tape are all possible using a new wave of data analytics. In this post, John Kamensky discusses a new research project that examines “Analytics 3.0” and the benefits it can bring to both the public and private sectors.
Tony Brugman (Bright & Company)'s insight:

Nice analysis and insights on the work of Tom Davenport on Analytics 3.0 (primarily his HBR article: http://hbr.org/2013/12/analytics-30/ar/1).

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Data pioneers watching us work - FT.com

Data pioneers watching us work - FT.com | HR Analytics and Big Data @ Work | Scoop.it
In a back street in San Francisco’s start-up dominated SoMa district, a rapidly growing business is busy studying how millions of employees behave each day. Its computers know in real time why a worker was hired, how productive they are and can even
Tony Brugman (Bright & Company)'s insight:

If you are a privacy doomseeker, this FT might frighten you. More and more companies using or offering services for data analysis (eg. from simple employee performance data points to sensors in name badges and furniture).

 

Advocates say the usage of sensors will improve performance and productity. However, critics warn for the "danger of seeing technology as a silver bullet." "It is easy to paint a creepy scenario about this, but it is also possible to create quite a positive scenario – where people benefit directly.”

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They're Watching You at Work

They're Watching You at Work | HR Analytics and Big Data @ Work | Scoop.it
What happens when Big Data meets human resources? The emerging practice of "people analytics" is already transforming how employers hire, fire, and promote.
Tony Brugman (Bright & Company)'s insight:

Great elaborate story in The Atlantic on Big Data and HR: "The emerging practice of people analytics"

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Why ConAgra Foods Decided to Outsource HR Analytics After Doing It In house | Outsourcing Center

Why ConAgra Foods Decided to Outsource HR Analytics After Doing It In house | Outsourcing Center | HR Analytics and Big Data @ Work | Scoop.it
This is the second article in a series on how companies are using Big Data to gain critical business insights. ConAgra Foods, a food maker based in Omaha,
Tony Brugman (Bright & Company)'s insight:

Nice example of HR Analytics outsourcing in practice!

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The Benefits of Big Data

The Benefits of Big Data | HR Analytics and Big Data @ Work | Scoop.it

"Daunting to acquire and interpret but rich in rewards, ‘big data’ is the latest chapter in workforce analytics."

Tony Brugman (Bright & Company)'s insight:

SHRM Cover Story (October 2013) on the benefits of Big Data for HR: "Big data is not just the buzzword du jour; it is a new reality defined by new sources of data."

 

Good read! Nice examples and insights from Juniper Networks, FedEx and more.

 

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"Analytics could be HR’s last chance to be relevant" - Five key takeaways from HR Tech Europe 2013 | Ochre Talk

"Analytics could be HR’s last chance to be relevant" - Five key takeaways from HR Tech Europe 2013 | Ochre Talk | HR Analytics and Big Data @ Work | Scoop.it

"The HR Tech Europe conference in Amsterdam is already, in only its third year, the largest gathering in Europe of professionals in the HR Technology space. Ochre House was there to feel the market pulse and network with industry thought leaders, as well as potential partners and customers."

Tony Brugman (Bright & Company)'s insight:

David Green from Ochre Talk summarizes the HR Tech Europe conference (autumn 2013) in five key takeaways.

 

In regard to HR Analytics, he sees that "analytics could be HR’s last chance to be relevant." He thinks that "Big Data is perhaps their last opportunity to make an impact" on the organisation and questions "whether HR will seize the opportunity or squander it?"

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Some Job Functions Have to Catch Up with "Big Data"

Some Job Functions Have to Catch Up with "Big Data" | HR Analytics and Big Data @ Work | Scoop.it

"Human Resources and sales are seen as lagging in analytical skills when compared with other organization functions, according to a study sponsored by American Management Association (AMA), a world leader in professional development and performance-based learning solutions."

Tony Brugman (Bright & Company)'s insight:

Interesting figures by AMA and i4CP on the Analytical Ability by Job Function. (From their Conquering Big Data: A Study of Analytical Skills in the Workplace-report)

 

"With a combined 58% rated as advanced or expert, Finance’s analytical strength was rated highest followed by the Executive Team with 51%. Trailing five other functions, HR and Sales had just 27% and 34% rated as advanced or expert in such skills."

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Big Data’s Little Brother. Start-Ups Are Mining Hyperlocal Information for Global Insights

Big Data’s Little Brother. Start-Ups Are Mining Hyperlocal Information for Global Insights | HR Analytics and Big Data @ Work | Scoop.it
Start-ups are gathering data and analyzing it much faster than was possible even a couple of years ago, aiming to project economic trends from seemingly unconnected information.
Tony Brugman (Bright & Company)'s insight:

This excellent NYT article coined the term 'Hyperdata': "Hyperdata comes to you on the spot, and you can analyze it and act on it on the spot."

 

Hyperdata is the further evolution of Big Data according to the article, becoming "more hyper and including all sorts of sources." "The faster (connecting information) happens, the better, so people can make smart — and quick — decisions."

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The Need for Data Philosophers - OCDQ Blog by Jim Harris

The Need for Data Philosophers - OCDQ Blog  by Jim Harris | HR Analytics and Big Data @ Work | Scoop.it
In my post On Philosophy, Science, and Data , I explained that although some argue philosophy only...
Tony Brugman (Bright & Company)'s insight:

Great blog! Food for Thought: Why We Need Data Engineers, Data Artists and Data Philosophers

 

From the article:

"Data science has a bright future ahead. (..)There will only be more data, and more of a need for people who can find meaning and value in that data.  We’re also starting to see a greater need for data engineers, people to build infrastructure around data and algorithms, and data artists, people who can visualize the data."

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Big Data in Human Resources: A World of Haves And Have-Nots

Big Data in Human Resources:  A World of Haves And Have-Nots | HR Analytics and Big Data @ Work | Scoop.it

"I’ve written several times about the Datafication of HR and BigData in Human Resources, explaining the tremendous business opportunity companies have to leverage their employee data to improve operational performance."

Tony Brugman (Bright & Company)'s insight:

Bersin Study on Talent Analytics sees a Great Divide between "Haves and Have-nots". According to recent research by Josh Bersin and his colleagues, "more than 60% of companies are now investing in BigData and analytics tools to help make their HR departments more data-driven."

 

However, they found "that only 4% of companies have achieved the capability to perform “predictive analytics” about their workforce." The "remaining 84%" are "dealing with reporting."

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How Google Uses Data to Build a Better Worker

How Google Uses Data to Build a Better Worker | HR Analytics and Big Data @ Work | Scoop.it

Googlers maintain a firm belief that insights from data can systematically improve performance and leadership within the company’s ever-growing empire.


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

Valuable Lessons Learned about getting to better HR effectiveness through HR Analytics at Google: "The goal is to complement human decision makers, not replace them."

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Andrew Spence's curator insight, October 13, 2013 3:43 PM

There is far too much hype in HR around Big Data.

HR need Big Hypotheses, not Big Data.

Great to read how Google starts every People Operations project with a question to answer.   And, over the last half-dozen years, the analytics team has produced significant insights that have:

  • helped limit the number of interviews required (company analysis showed that more than four interviewers didn’t lead to higher quality hiring),
  • revealed the optimal organizational size and shape of various departments,
  • shown how to better manage maternity leave resulting in a fifty percent reduction in defections,
  • created on-boarding agenda for an employee’s first four days of work that boosted productivity by up to 15 percent
  • and produced an algorithm to review rejected applications (Google gets over two million applications every year) that has helped the company hire some talented engineers its screening process would have otherwise missed. 
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Eric Siegel Explains How The Obama 2012 Campaign Used Predictive Analytics To Influence Voters

Eric Siegel, author of Predictive Analytics explains how the Obama 2012 Campaign used persuasion modeling to influence voters.
Tony Brugman (Bright & Company)'s insight:

How did Obama win the 2012 Presidential Election? Forrester's Mike Gualtieri interviewed Eric Siegel (author of Predictive Analytics; Go Read That Book!) on the use of predictive analytics in the Obama 2012 Campaign. Siegel calls the approach the Obama 2012 Campaign used 'Uplift modelling' aka 'predicting persuasion'. In this case predicting the level of influence on potential voters for the Obama side.

 

Watch the video for more in-depth information.

 

For the original link: http://blogs.forrester.com/mike_gualtieri/13-06-27-how_the_obama_campaign_used_predictive_analytics_to_influence_voters

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Three keys if you want to become a more data-driven organization - Steve's HR Technology

Three keys if you want to become a more data-driven organization - Steve's HR Technology | HR Analytics and Big Data @ Work | Scoop.it
So you've bought into it - Big Data, Moneyball for HR, workforce analytics - all of it. And whate...
Tony Brugman (Bright & Company)'s insight:

Wanna be a more data-driven organization? According to Steve Boese it's as easy as 1-2-3! Three simple recommendations from the world of sports:


One -  make sure you know how to communicate the value and merit of these new statistical approaches to the team. 


Two - make sure the team starts to do their own self-assessments through the lens of these new data-driven approaches.


Three - make sure you are holding people accountable for numbers that they can legitimately influence and can they can own.

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Cognitive analytics

Cognitive analytics | HR Analytics and Big Data @ Work | Scoop.it
Cognitive analytics offers a way to bridge the gap between big data and the reality of practical decision making.
Tony Brugman (Bright & Company)'s insight:

Good article by Deloitte on Cognitive Analytics. "In practical terms, cognitive analytics is an extension of cognitive computing, which is made up of three main components: machine learning, natural language processing, and advancements in the enabling infrastructure."


The article describes the history, trends and lessons learned from practice and concludes with some tips on where to start with cognitive analytics as an organisation.

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Big Data's Biggest Challenge? Convincing People NOT to Trust Their Judgment

Big Data's Biggest Challenge? Convincing People NOT to Trust Their Judgment | HR Analytics and Big Data @ Work | Scoop.it
As the amount of data goes up, the importance of human judgment should go down.
Tony Brugman (Bright & Company)'s insight:

Great piece on HBR blog by MIT Sloan' Andrew McAfee on decision-making and analytics!

 

Quote du jour:

"The practical conclusion is that we should turn many of our decisions, predictions, diagnoses, and judgments over to the algorithms. There’s just no controversy any more about whether doing so will give us better results."

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Silos, skills gaps and suspicion may be hampering HR’s potential to join the big data revolution - CIPD

Silos, skills gaps and suspicion may be hampering HR’s potential to join the big data revolution - CIPD | HR Analytics and Big Data @ Work | Scoop.it

"Talent analytics has the potential to propel HR into the future but challenges persist, reveals CIPD research launched at annual conference"

Tony Brugman (Bright & Company)'s insight:

Great new insights from CIPD research. The capacity and engagement for analytics and big data is affected by three key dimensions: Silos, Skills and smarts, and Suspicion and scepticism.


In order to help HR CIPD offers some strategies and solutions for developing a balanced data-driven strategy.

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BCG - Creating People Advantage 2013: Lifting HR Practices to the Next Level

BCG - Creating People Advantage 2013: Lifting HR Practices to the Next Level | HR Analytics and Big Data @ Work | Scoop.it

"BCG’s Creating People Advantage 2013 report, published in conjunction with the European Association for People Management, surveys leading executives to identify specific activities, across ten HR topics, that separate high-performing companies from the rest of the pack. For leaders who struggle to convert people management aspirations into clear actions, the results provide a quantitatively derived playbook."

Tony Brugman (Bright & Company)'s insight:

According to BCG, HR Analytics and Predictive Modeling are key to Best-in-Class People Practices!

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Tony Brugman (Bright & Company)'s curator insight, January 21, 2014 10:28 AM

In case you've missed it. In October 2013 BCG published its annual Creating People Advantage report. A must-read.

 

Which top three HR topics are the most urgent priorities for European executives?

 

1. Talent Management and Leadership

2. HR Analytics

3. Engagement, Behavior and Culture Management

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SAPVoice: Why The Chief Human Resource Officer Needs To Be Part Of The C-Suite

SAPVoice: Why The Chief Human Resource Officer Needs To Be Part Of The C-Suite | HR Analytics and Big Data @ Work | Scoop.it

"I talk with hundreds of senior HR executives every year. While they all have their own challenges, they always agree on one thing: being a part of the executive C-Suite allows them to significantly impact company performance."

 

Tony Brugman (Bright & Company)'s insight:

Workforce Analytics is the Key Tool for CHROs to be a part of the executive C-Suite! (according to this SAP message at Forbes)

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16 HR Metrics Smart HR Departments Track

16 HR Metrics Smart HR Departments Track | HR Analytics and Big Data @ Work | Scoop.it

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

Great article by Globoforce! Darcy Jacobsen listed 16 HR Metrics that could bring more insight and life to your HR Dashboard. The list consists of Recruitment Metrics, Retention Metrics, Compensation/Benefits Metrics, Culture and Diversity Metrics, Staffing/Performance/Productivity Metrics, Development Metrics, and Health, Safety & Sustainability Metrics. 

 

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78% of HR managers do not feel they are very effective at workforce analytics

78% of HR managers do not feel they are very effective at workforce analytics | HR Analytics and Big Data @ Work | Scoop.it

"Global research launched today by SuccessFactors, an SAP Company, reveals that organisations are wasting, on average, 17 hours per week to produce HR reports. More time is being devoted to delivering reports back to the organisation as respondents cite increased demand for workforce metrics (72%) in the last five years."

Tony Brugman (Bright & Company)'s insight:

Recent study by SuccessFactors and Vanson Bourne shows that only 22% of HR managers feel they are 'very effective' at workforce analytics. Other challenges for organisations are coping with connecting multiple datasets, and the delivery of sufficient data by HR systems for their needs.

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Why We No Longer Need HR Departments

Why We No Longer Need HR Departments | HR Analytics and Big Data @ Work | Scoop.it
The time has come for HR (Human Resources) departments to call it a day. HR departments often portray themselves as a valued business partner for management and staff alike. However, how can anyone
Tony Brugman (Bright & Company)'s insight:

Bernard Marr suggests we should abolish the old name and department of HR. It's time for a new 'people function' with two teams in place: a people analytics’ team and a people support team.

 

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Tony Brugman (Bright & Company)'s curator insight, November 19, 2013 5:05 AM

Bernard Marr starts the discussion with a provoking title and message: We no longer need HR departments. Marr says the name of the HR department is wrong, HR is serving two masters and it is questionable whether HR delivers enough value.

 

He has two major recommendations

1. Don’t call it HR!

2. Put two teams in place: a people analytics’ team and a people support team

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Implementing Actionable Predictive Analytics in Talent Management - ERE.net

Implementing Actionable Predictive Analytics in Talent Management - ERE.net | HR Analytics and Big Data @ Work | Scoop.it

"I’ve been espousing the need for predictive metrics in HR for over 20 years, so I am pleased that more talent leaders are now beginning to realize their value. Unfortunately, most of what is written on the subject tends to be very general and instead what is really needed are some how-tos and some implementation tips."

Tony Brugman (Bright & Company)'s insight:

How-to implement Actionable Predictive Analytics ("an actionable analytic adds a cost element to the standard predictive analytic"). Good and comprehensive post by John Sullivan at ERE.net.

 

Sullivan presents five essential steps for working with Actionable Predictive Analytics:

1. Include the Elements That Make Predictive Analytics Actionable
2. Ensure That Your Predictive Metrics Can Be Scanned in a “Snapshot” Format
3. Where and How You Present Your Analytics Also Impacts Whether They Will Be Read
4. Don’t Forget Cause and Effect
5. Select the Areas Where You Need Actionable Predictive Analytics

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HR Magazine - Building a business case for talent

HR Magazine - Building a business case for talent | HR Analytics and Big Data @ Work | Scoop.it

Five years later, in a tough economic climate, HR leaders face increasing pressure to justify investment, and there is a view that traditional 'people' metrics alone no longer cut it. 


Via Andrée Laforge, Tony Brugman (Bright & Company)
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Tony Brugman (Bright & Company)'s curator insight, November 15, 2013 6:48 AM

Study by Cirrus shows: HR lacks skills to justify a Business Case for Talent.

 

Four key steps to a more effective and connected approach on assessing the ROI of talent:
- Convert intangible assets into tangible outcomes (Strategy Map)
- Cooperate with Finance to connect people and financial metrics
- Develop skills and capability in traditional and financial metrics
- Adopt HR technology and develop a data-driven HR function

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Talent blackhole: Big data specialists thin on ground

Talent blackhole: Big data specialists thin on ground | HR Analytics and Big Data @ Work | Scoop.it
While companies seek to leverage big data against their competitors, the main struggle is a talent shortage, new research indicates.
Tony Brugman (Bright & Company)'s insight:

"By 2015, 4.4 million IT jobs will be created to support big data globally, but only one-third will be filled" Australian research by Hudson shows that 78% of the respondents "feel their business is not currently equipped to undertake a big data initiative, as they lack the relevant skills and competencies."


Hudson proposes key functions required for effective big data management:

* Program leadership

* Data management

* Domain expertise

* Big data analysis

* Big data project management

* Campaign management

* Campaign assessment

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Happiness and HR Data - Coming to a delivery truck near you | Steve's HR Technology

Happiness and HR Data - Coming to a delivery truck near you | Steve's HR Technology | HR Analytics and Big Data @ Work | Scoop.it
Sometimes in all the conversation in the HR/talent space about the increased use of data, Big Data...
Tony Brugman (Bright & Company)'s insight:

Very nice article by Steve Boese. He got inspired by an article in Nautilus, covering several logistics challenges such as the Traveling Salesman problem. The article provides one example of "how better understanding of HR data is helping transportation companies plan routes, assign work and execute managerial interventions, often before they are even needed."

 

In short, one major trucking company does "predictive analysis" by using HR and workforce data and connecting these to the "risk of being involved in a crash". Interesting read!

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