First of two parts
When you survey the most frequent users of analytics and metrics in the corporate world, not surprisingly, you find that HR ranks at the very bottom.
Compared to finance, which is ranked No. 1, human resources compares poorly with only half of its functions being classified as advanced users and three times more HR functions are classified as non-users.
HR shouldn’t be surprised to learn that the executive team came in No. 2 because they (along with finance) are at the forefront of demanding more metrics and analytics from HR. The remaining business functions, operations, R&D, marketing, and sales all had a higher percentage of advanced metrics users than HR in this excellent 2013 AMA/i4cp study. Read more…
Second of two parts
No discussion of “the new HR” can get very far without running into the business buzzword of the last year: Big Data.
The ability of technology to bring together huge volumes of information from a variety of sources means we can now tackle problems and provide forecasts that would have been too labor intensive to produce just a few years ago. When it comes to Human Resources, that means better workforce planning, better talent management and quicker ability to adapt to changing markets.
So, is your HR team ready? Read more…
Big Data has been permeating into the lexicon of every aspect of company strategy over the past few years, and 2013 proved to be the “Moneyball Moment,” as the spotlight turned to how data science is changing recruitment.
Last year brought recruitment managers a suite of data-driven panaceas, from semantic search to predictive analytics, along with a host of case studies analysing the effectiveness of calculated hiring decisions, such as Google’s now famous data-driven interview process.
So how is this cambrian explosion of “next-big-things” in Big Data hiring spilling over into 2014, and what talent acquisition strategies are coming into the spotlight? Read more…
Data, specifically good data, drives successful companies.
I call out the obvious with “good data” because a great deal of superfluous and even bad data floats around any company. As analysts often say, “correlation does not equal causation,” but correlation can reveal interesting insights if interpreted through the correct lens.
Discerning the good from the bad, however, is the real trick, especially in this era of big data. Read more…
All the great new analytics tools work from the assumption that we have clean data.
Even when we just do a simple analysis, such as “employees by location,” we are presuming that all the data has been input, that it is accurate, and there are no duplicates.
As it turns out, much of HR’s data is pretty bad. Read more…
Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Don’t kid yourself – you hate analytics.
It wouldn’t be politically correct to say that you hate analytics, so you won’t. That’s why I’m here.
You hate analytics because using them in your organization increases accountability. For example: Read more…
Last month, I was in Orlando at the annual IBM Connect conference.
Last year, this event was the “coming out” party for Kenexa, which had just been acquired by IBM, and all the talk then was about what Kenexa would bring to Big Blue’s future business.
Well, now the future is here, and IBM has taken that next big step with Kenexa and announced what all the talk from last year was really about — the new IBM Kenexa Talent Suite. Read more…
The recruiting and HR world has been awash for the last year with talk about Big Data.
It seems everywhere you turn you read another article describing how all your hiring problems will be solved if you can simply sift through the massive stream of data generated by your recruiting process to find nuggets of truth.
While I don’t disagree that Big Data holds promise (heck, I’ve even spoken on the topic at several HR conferences) I think the rush to embrace Big Data may cause us to overlook the wisdom of SMALL Data. Read more…
The future of recruiting depends on the future of technology.
As we’ve seen, man hangs on for dear life as technology progresses. The person (or company) who understands the progress of tomorrow will have a leg up on the competition.
Here are three (3) elements that will define the future of recruiting. Read more…
Editor’s note: TLNT is continuing an annual tradition by counting down the most popular posts of the year. This is No. 41. Our regular content will return in January.
“Big data” is the latest buzz word entering HR lexicon.
I’ve used it myself to explain how the “big data” now possible through strategic, social recognition can be used to better inform talent and performance management and help in proactive management of your company culture. (See my article in Talent Management magazine for more.)
But “big data” will remain nothing more than a buzz word until we fully understand what the data enables us to do. I’m excited about David Brooks’ promised analysis of the “data revolution” throughout 2013. As he explained recently in The New York Times: Read more…