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…
Editor’s note: TLNT is continuing an annual tradition by counting down the most popular posts of the year. This is No. 4. Our regular content will return on Monday.
First of two parts
If you haven’t seen it in the news, after its stock price broke the $800 barrier last month, Google moved into the No. 3 position among the most valuable firms in the world.
Google is clearly the youngest firm among the leaders; it has surprisingly been less than a decade since Google’s IPO. 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…
Being surprised is rarely a good thing in business.
One of the reasons Big Data has quickly become the darling of business is because its insights help diminish the likelihood of surprises.
The game-changing nature of Big Data analysis is that it enables businesses to leverage what they’ve learned about themselves to develop more accurate models and forecasts, and to then monitor their performance in a near real-time mode. Read more…
There’s a lot of talk about Big Data these days and many HR people are either excited or intimidated by it. Maybe both.
Regardless, there seems to be more talk about “it” than on how to use it in solving problems or how HR can benefit from it.
So the question is how to use Big Data — what can you do to make sure you get meaningful results? Here are five (5) guidelines that will help keep you on the “straight and narrow.” Read more…
Nate Silver has a way with data.
He’s known for being an innovator in interpreting, simplifying and translating complex data with accuracy. Not your classic rock star career path. Last week he made news when he announced his move from The New York Times to ESPN.
The celebration of a data guy’s career move is a signal that the world is changing. The day for a strategic and visible career in data has arrived and it’s an essential talent for any organization. Read more…
Most HR professionals view monitoring employee competencies and skills across the organization as an equally important part of their jobs as tracking hiring, salaries and benefits.
Understanding organizational skill strengths and vulnerabilities helps HR fine tune hiring and training strategies. But analyzing present skill shortfalls within an organization to guide hiring strategy will only get an HR professional so far.
This is especially true as Baby Boomers continue to retire over the next decade. The Bureau of Labor Statistics projects that by 2020, employer replacement needs will exceed the number of job openings. Read more…
“I’m a greater believer in luck, and I find the harder I work, the more I have of it.” — Thomas Jefferson
For the past several years, I’ve reviewed and written about the annual American Time Use Study conducted by the U.S. Bureau of Labor Statistics (BLS).
While the data can be a bit confusing, it offers an intriguing snapshot of how we use our time. This past June 20, the BLS released its 2012 edition, covering everything from hours spent working and sleeping, to how long we watch TV and play video games.
One thing to keep in mind as you read this post (and especially as you data-mine the study itself) is that for the purposes of the American Time Use Study, the BLS defines everyone 15 years or older as an adult, whether they work or not — including students, the retired, the disabled, and the unemployed. They also define an “average day” to include weekends. Read more…
By Danielle Urban
When is the last time your company reviewed its data protection policies?
If your company employs any international employees, it may have obligations under foreign laws to have specific safeguards in place. Failure to observe a jurisdiction’s data protection laws can result in staff penalties and unwelcome press coverage.
Although the European Union is leading the way with a proposed comprehensive new data protection law, other countries from China to the United Kingdom, South Africa, Qatar, Dubai, and several Latin American countries are developing, or have already enacted, their own data protection laws, with many based on the European model. Read more…
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 it well will be able to garner new insights that will give them a competitive advantage in their business activities. This is why I’ve focused on demystifying it and talking about how HR can start adopting this new technology to drive business results.
For this post, though, I want to change focus a bit. Instead, I want to focus on a related and equally important idea about utilizing Big Data – developing and growing your role as a “Data Leader.” Read more…