What People Analytics Can’t Capture
- 2. INSIGHT S
- 3. People analytics, also known as talent analytics or HR analytics, refers to the method of analytics that can help managers and executives make decisions about their employees or workforce.
- 4. Latest fad in human resources – using big data analytics and personality test scores to predict who is best for a given job – so called “XQ.”
- 5. Many businesses are reaping rewards from big data analytics. “BUT” There are also some areas of disappointment
- 6. Experts caution that big data, like any other, is only as good as the questions being asked – and that some algorithms can make unhelpful assumptions.
- 8. In any massive data analysis, for instance, there will be random correlations that look “significant” but actually are noise, not signal.
- 9. Big data needs a hard outcome metric for performance, but the most readily available metrics may not actually be the most important variables in organizational
- 10. BUT “The biggest objection comes from the fact that the strongest predictor of a person’s future behavior is their past performance itself. And that performance gets evaluated best by
- 13. For a hiring manager-the strongest predictor of a person’s future behavior is their past performance itself.
- 14. The more we depend on algorithm , numeric values the problem of employee will not be reduced . Have to implement more technologies knowing their pros and cons.