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Cognitive Analytics: Kevin Greaney With Innovation Assessment Saves Great Minds From Bad Testing

Cognitive Analytics: Kevin Greaney With Innovation Assessment Saves Great Minds From Bad Testing | People Analytics | Scoop.it
Have you recently completed a pre-employment assessment? One of the typical Myers Briggs or DiSC tests where you were identified as an 'extrovert' or 'ISTJ' or 'achiever?
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Leading HR Toward Predictive Analytics - Big Data Republic

Leading HR Toward Predictive Analytics - Big Data Republic | People Analytics | Scoop.it
Leading HR Toward Predictive Analytics
Big Data Republic
If data analysis is to deliver predictive insights that affect the bottom line, the executive team must set the tone for HR.
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Talent Analytics (Part 1): What is talent analytics, and how are companies using it?

Talent Analytics (Part 1): What is talent analytics, and how are companies using it? | People Analytics | Scoop.it
Author Tom Davenport and Deloitte’s Jeff Schwartz discuss the bifurcation of how companies use data analytics for recruitment, retention, and succession planning—some are flying high, while others have yet to lift off.
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Why data needs to move out of the IT department and into the boardroom - The Guardian (blog)

Why data needs to move out of the IT department and into the boardroom - The Guardian (blog) | People Analytics | Scoop.it
The Guardian (blog)
Why data needs to move out of the IT department and into the boardroom
The Guardian (blog)
The HR director can also benefit. Analysis of employee data can help predict high performers which in turn can help guide recruitment.
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Taking the Long View - Talent Management magazine

Taking the Long View - Talent Management magazine | People Analytics | Scoop.it
Talent Management magazine, The Business of Talent Management (Taking the Long View - Talent Management magazine http://t.co/2jzmwsDKiQ #longdata #analytics)...
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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 | People Analytics | Scoop.it

Research from Bersin finds that while more than 60% of companies are now investing in BigData and analytics tools to help make their HR departments more data-driven, there is a huge chasm between the “haves” and the “have nots.


Via Andrew Spence
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Andrew Spence's curator insight, October 8, 2013 2:46 PM

Interesting survey findings

  • only 4% of companies have achieved the capability to perform “predictive analytics” about their workforce.
  • only 14% have done any significant “statistical analysis” of employee data at all.


Given the massive potential, the question for me is Why is HR not gaining the benefits of Big Data?

In my view, there are a couple of big reasons :-

  1. In HR we still need to do "reporting" - this tends to be descriptive rather than predictive.
  2. Our HR Systems are not integrated - so reporting & data analysis is very time-consuming (for most orgs) 
  3. Lack of skills in HR - we need behavourial scientists who can not only see patterns but also know how to implement the right programs - this is an emerging skill.  Big Data is not a Big Deal without Big Hypotheses.
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Why We No Longer Need HR Departments

Why We No Longer Need HR Departments | People Analytics | 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

Via Andrew Spence
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Andrew Spence's curator insight, December 8, 2013 4:39 AM

This article generated more than 3,500 comments on Linkedin!


In a recent conference speech, I suggested that a possible future for HR is dissaggregation.  If you look at HR with an OD practitioners hat, then some competencies are better delivered elsewhere (in some organisations). For example, running HR Services against mature SLAs could be better run by the COO than the CHRO.  


A central people and change function should always retain the HR Strategy and ensure all the different components are aligned. 

However, the challenge for most orgs is creating a sensible road map for the development of HR strategy & services and the HR operating model to support it.  To move to a leaner HR model, the core components of HR e.g. hiring, development, ER, compensation need to be reasonably mature.


A big topic, so watch this space for more commentary in the coming weeks....

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The co-evolution of HR, Big Data and Social Enterprise

The co-evolution of HR, Big Data and Social Enterprise | People Analytics | Scoop.it
The often-contentious relationship between marketing and IT has made for great organizational spectator sport, but perhaps the more interesting game in town is the revolution in HR’s deepening relationship with Big Data.…...
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They're Watching You at Work

They're Watching You at Work | People Analytics | 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.
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Why is Predictive Analytics Important in Human Resources? - MonsterThinking

Why is Predictive Analytics Important in Human Resources? - MonsterThinking | People Analytics | Scoop.it
Big Data is a big deal these days, but many human resource professionals are still wondering what it has to do with them.
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Facebook Hilariously Debunks Princeton Study Saying It Will Lose 80% Of Users | TechCrunch

Facebook Hilariously Debunks Princeton Study Saying It Will Lose 80% Of Users | TechCrunch | People Analytics | Scoop.it
Last week Princeton researchers released a widely covered study saying Facebook would lose 80% of its users by 2015-2017. But now Facebook's data scientists..
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The datafication of HR

The datafication of HR | People Analytics | Scoop.it

HR departments capture enormous amounts of data, but these typically stagnate in various systems and are rarely used for strategic purposes. It’s not that companies haven’t tried, with HR data warehouses and “HR analytics” teams that run reports.


Via David Green
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David Green's curator insight, January 19, 9:47 AM
Insightful report by Josh Bersin on how HR can capitalise on big data and raise their profile within the business
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How Google Uses Data to Build a Better Worker

How Google Uses Data to Build a Better Worker | People Analytics | Scoop.it

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


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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. 
Tony Brugman (Bright & Company)'s curator insight, November 15, 2013 3:06 AM

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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Nick Holley - Talent Management Minus Big Data

Talent – Big Data = Unsubstantiated Rubbish

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David Green's curator insight, November 8, 2013 5:10 AM

One of the highlights of the recent HR Tech Europe conference in Amsterdam

Andrew Spence's curator insight, November 8, 2013 12:39 PM

This was an excellent presentation from Nick and definitely the best title at the HR Technology Europe conference!

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OracleVoice: HR Should Hire "Scary" Data People

OracleVoice: HR Should Hire "Scary" Data People | People Analytics | Scoop.it
Going beyond the expected is essential to the practice of analytics and is the fundamental difference between true analytics and reporting. And to achieve this end in HR, you need to hire a scary person.
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