Most weeks, I get as many as a dozen whitepapers, research findings, survey results, and other polls and related data.
Most of it is focused on talent management and HR, but sometimes, I’ll get something sent to me that is so far out-of-bounds for the TLNT audience that I have to wonder why someone wasted their time sending it along,
Some of the research I get is pretty good, some head-shakingly bad, but a lot is distinctly mediocre and not particularly memorable, with little insight or sharp analysis. Read more…
Scattered about the Internet is a treasure trove of data, and more and more, it’s being used to manage people.
Big data might be unstructured and unwieldy to many, and there are reasons for that perception.
It’s collected from a variety of public and private sources — as well as internal and external means — so it takes focus and dedication to curate and manage it. But effectively analyzing this data can provide you with the tools for success.
Perhaps one of the better-known examples of this practice can be found in the Oakland Athletics baseball team. General Manager Billy Beane hired “quants” to analyze the performance of potential recruits. The data was so powerful that it turned the team into a winner, as described in the book and movie Moneyball, but this method certainly isn’t limited to the baseball field. Read more…
HR leaders beware! There’s a new M&A in town … and it’s coming your way.
M&A is the hot acronym on the street, but it doesn’t mean what you think it does – not anymore.
Move over Mergers and Acquisitions. Meet your new friend – Metrics and Analytics.
Just like the hottest fashion, the latest technology or the coolest song, Metrics and Analytics has risen to the top of the charts and is the hottest topic of the day. However, the question is this: Is HR adequately prepared for the Metrics and Analytics wave? Read more…
How can HR become more strategic? Is there an opportunity for HR to have a much bigger impact on business performance?
A 2012 PwC study found that organizations are looking for leadership from HR. In the survey, 62 percent of business executives felt that human resources departments need to serve a leadership role in managing skill and talent shortages.
In a 2014 Deloitte study, less than 8 percent of HR leaders reported confidence that their teams have the skills needed to meet challenges and drive business impact. 42 percent of business leaders believed their HR teams are underperforming or just getting by.
HR transformation is clearly a trend — and an opportunity. 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…
HR analytics usually looks at numbers, but unfortunately, a lot of relevant information is not numeric.
To understand textual data, our friends in marketing use sentiment analysis tools like Sysomos and Meltwater. These give them a handle on what social media is saying about their company and products.
The tools do exactly what the name suggests: they analyze the sentiment of a comment — is it positive, negative, or neutral? 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…
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…