“What we’re talking about here is the emergence of a new set of analytics-driven data-based elements of the HR department. It’s part of a new era in HR management that will evolve over the next two to five years. This is really interesting stuff.” - John Sumser
“Every time we generalize about people or information or ideas, bits of detail get lost. To define something is to limit it. The very act of putting something complex and nuanced into a more general description, diminishes what is possible to convey about the thing itself. Representations are never complete.” - Heather Bussing
“Every HR professional should be prepared to face data that contradicts their beliefs sooner or later.” – Stacey Harris
“So next time people are talking about data, how it will change our ability to see things, and that all this information will increase our potential knowledge, know that it’s sort of true.” – Heather Bussing
“Every HR professional should be prepared to face data that contradicts their beliefs sooner or later.” – Stacey Harris
A technology that recommends decisions based on history and then uses the results of those decisions as data for the next decision is destined to spiral out of control. All algorithms have this recursive quality.
Mark Berry looks at seven organizational and leadership dynamics that can make or break your workforce analytics initiative.
Isn’t engagement an employee decision – not a company program? I know that sounds simplistic but it is the one thing I see ignored in many engagement initiatives. – Paul Hebert
As we rush into the era of data analytics, big data, and personal tracking devices every HR professional should be prepared to face data that contradicts their beliefs sooner or later.
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