My favorite app is the off button. It’s not that I’m a complete luddite. I just have a healthy skepticism about technology as the solution for everything.
Whether or not your software was built by a single team using clearly defined data elements matters. A whole lot.
By understanding the business you are in and the challenges the business face, HR can truly have influence and impact on the organization by analyzing the right data and telling a great data story.
You could decrease the size of the Linkedin database by 20% if you simply banned the word innovation from profiles. The word once reserved for the likes of Thomas Edison is now being bandied about to describe enterprise software rewrites.
In other words, the two hippest ideas in the current HR play book (engagement and finding the work you love) are more than a little tenuous. The worst job in a fast growing company can be astonishing because of the freedom and authority that emerge there.
Big Data is as hard to imagine as the web was 20 years ago. Big Data is driven by smart tools, cloud architectures, cheap processing, cheap storage, greater access to statistics and information, and the search for new ways to gain productivity.
Knowing our own little world really well can get in the way of seeing new ideas. Even though there is truth in the “best of type” idea, seeing the whole picture is more important right now.
If you’re not familiar with the data integration issue, it’s not really surprising. Problems like these are highly technical and very, very boring. The market pays attention to shiny new things. Grungy maintenance work isn’t shiny or new.
We’re at the place where things start to go crazy. The dramatic acceleration of technical change coupled with the data explosion puts us at a precipice. Everywhere I look, people are scratching their heads.
Big Data. There. I said it. Let’s speak this word no more. It’s completely separate from workforce analytics and distracts from the real issue.
Recent Comments