Innovation & Institutions, Will it Blend?
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Innovation & Institutions, Will it Blend?
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Scooped by Deb Nystrom, REVELN
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Big Data, Challenging HR Beliefs, Empowering Worker Success

Big Data, Challenging HR Beliefs, Empowering Worker Success | Innovation & Institutions, Will it Blend? | Scoop.it

"Work history does not matter as much as we think it does, and bosses matter more — these are findings from an emerging field called work-force science."

  

...Work-force science, in short is what happens when Big Data meets H.R.

   

....“This is absolutely the way forward,” says Peter Cappelli, director of the Center for Human Resources at the Wharton School of the University of Pennsylvania. “Most companies have been flying completely blind.”

  

Today, every e-mail, instant message, phone call, line of written code and mouse-click leaves a digital signal. These patterns can now be inexpensively collected and mined for insights into how people work and communicate, potentially opening doors to more efficiency and innovation within companies.



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...research ...found that the most important characteristic for sales success is a kind of emotional courage...even after initially being told no.


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For example:


...Tim Geisert, chief marketing officer for I.B.M.’s Kenexa unit, observed that an outgoing personality has traditionally been assumed to be the defining trait of successful sales people.

But its research, based on millions of worker surveys and tests, as well as manager assessments, has found that the most important characteristic for sales success is a kind of emotional courage, a persistence to keep going even after initially being told no.



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...numbers and grades alone did not prove to spell success at Google and are no longer used as important hiring criteria....

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For years, [Google] candidates were screened according to SAT scores and college grade-point averages, metrics favored by its founders. But numbers and grades alone did not prove to spell success at Google and are no longer used as important hiring criteria....

Google has found that the most innovative workers — also the “happiest,” by its definition — are those who have a strong sense of mission about their work and who also feel that they have much personal autonomy.

Deb Nystrom, REVELN's insight:

This may explain a few things, and encourage more focus on the hiring process and less on over-managing what comes after.  ~  D

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Deb Nystrom, REVELN's curator insight, April 21, 2013 11:04 PM

There are many implications for using the results for also helping individuals find more successful and satisfying career paths as well.  ~  D

Scooped by Deb Nystrom, REVELN
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Bill Gates Futuring and HR/Recruiting Stuck in a Time Warp

Bill Gates Futuring and HR/Recruiting Stuck in a Time Warp | Innovation & Institutions, Will it Blend? | Scoop.it

Bill Gates has been in the media of late with “My Plan to Fix the World’s Biggest Problems.”


Gates’ solution is about continuous improvement.  However ...as Gates’ says, this is simple in concept, but often difficult to execute.  

  


Excerpts:
  
While times have changed for most business functions, it seems that the HR and recruiting departments are stuck in a time warp, circa 1975.

  

1) Stop using skills and experience-based job descriptions.... Instead require the hiring manager to define the job in terms of 6-8 measurable performance objectives.


2) Measure the hiring manager’s ability to attract, develop and retain top people.


3) Never interview more than four people for any job.


4) Define Quality of Hire before the person’s hired based on a performance-based job description.


Related article from Deb:


Deb Nystrom, REVELN's insight:

The author of this article uses HR and recruiting as an example of old practices that need updating as good hires (and good talent development and succession planning) are the front door to smart, high performance cultures.

Balanced scorecards began to be used for the very reason of taking HR's people hire impact into a balanced account of measurement, beyond finance to internal business, learning and growth.


Using performance based job descriptions and innovation (refurbishing boring jobs) can be transforming to organizations still working from a 70's model of HR.

Be aware, overdoing metrics also has drawbacks, such auto companies over-relying on measurement, via ill-conceived management purges (that also appeared age-driven.)  Staffers served in roles as mentors that also produced lower numbers in their metrics because they were taking time to help newly hired and learning youngers.  The lack of a systemic focus lowered productivity and morale at the same time.  

~ Deb

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