big data

Results 1 - 8 of 8
Post date: January 31, 2017
You come to a fork in the road. The sign indicates 100 travelers have taken the left fork and 14 have fallen to their death; it also shows that 50 travelers have taken the right fork and 8 have fallen to their death. Which road do you take?   Welcome to the world of HR analytics.   The answer to...
Post date: June 9, 2016
The search for simple, powerful truths has always fascinated us. It would be wonderful and comforting to be able to reduce great complexity to one clarifying solution or action. In popular culture, this quest is perhaps best illustrated by Jack Palance in his award-winning role as Curly in the 1991...
Post date: January 19, 2016
Research cited by Forbes estimates that more than half of companies sampled (over 60 percent) are investing in big data and predictive analytic tools for use in guiding human resources decisions.i Problem is, not all analytics are created equal. Not all technologies can measure the specific ROI of...
Post date: April 12, 2016
In Daniel Pink’s notable TED talk, “The Puzzle of Motivation,” he drew attention to our inability to bring more rigorous thinking, data, and evidence to decision-making in business. We can address that problem by learning how to apply scientific insights to help solve everyday business problems,...
Post date: June 21, 2016
To have the greatest impact, your competency modeling efforts must be aligned with relevant business outcomes. Here are the steps you can take to make the competency modeling process business-focused from start to finish: Collect data from multiple perspectives. Too often HR leaders and consultants...
Post date: March 15, 2016
By Scott Mondore, Ph.D. As is the case with many HR practices, the business impact of 360 (multi-source) assessments is rarely demonstrated in quantifiable terms. Organizational leaders often stop short, evaluating satisfaction with the 360 assessment process but missing the opportunity to link...
Post date: September 7, 2016
Analytics should be used in organizations to uncover the key people drivers of actual business outcomes (e.g. sales, profits, turnover). Instead, most organizations are using analysis to just create more reports and more metrics.  Misguided metrics typically focus on HR efficiencies, such as time-...
Post date: March 24, 2015
A couple of weeks ago, I came across a new article by global management consulting firm McKinsey & Company presenting the results from their 2014 Capability Building Survey. They garnered responses from about 1,500 executives around the globe. It was their second survey on the topic, four years...