Noreen Seebacher

The Quest for Better HR Analytics

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Lyndon_Henry
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Re: counter intuitive
Lyndon_Henry   1/1/2013 12:19:41 PM
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..

Beth writes


In large respects, it is all just a crapshoot. Looking at a person "on paper" is tricky business.


 

I generally agree.  And I'm skeptical that current "analytics" tools (which, to my knowledge, are mainly based on tests given to the jobseeker, plus maybe some other background stuff, including "shoulder-surfing") are competent, either.

Maybe more sophisticated approaches could be tried (Brain scans? Hypnosis? Mind-melding by psychics?), but these seem pretty scary, and I'm still skeptical that they'll reliably predict anything ultimately useful about the candidate's performance.

 

Lyndon_Henry
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Re: counter intuitive
Lyndon_Henry   1/1/2013 12:19:12 PM
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..

Beth writes


In large respects, it is all just a crapshoot. Looking at a person "on paper" is tricky business.


 

I generally agree.  And I'm skeptical that current "analytics" tools (which, to my knowledge, are mainly based on tests given to the jobseeker, plus maybe some other background stuff, including "shoulder-surfing") are competent, either.

Maybe more sophisticated approaches could be tried (Brain scans? Hypnosis? Mind-melding by psychics?), but these seem pretty scary, and I'm still skeptical that they'll reliably predict anything ultimately useful about the candidate's performance.

 

Alexis
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Re: Wish analytics would...
Alexis   12/14/2012 8:23:37 PM
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How do we define perfect employees? Maybe it's too big even got big data

Maryam@Impact
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Wish analytics would...
Maryam@Impact   12/14/2012 11:11:49 AM
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Use the data they have to identify high value employees bsed on performance, education, experience. Create programs to assure that employees that are considered high value are appropriately mentored and developed. Identify employees with performance issues and put them on plans for imporovement and move mid level performers to higher performance levels. Just my holiday wish list!

BethSchultz
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Re: counter intuitive
BethSchultz   12/14/2012 10:02:10 AM
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In large respects, it is all just a crapshoot. Looking at a person "on paper" is tricky business.

SethBreedlove
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Data Doctor
Re: counter intuitive
SethBreedlove   12/13/2012 11:24:53 PM
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I would hope that HR analytics will bring more objective decision making. Much of human resource is making bets on a hunch, politics, subjective perceptions and so on. 

BethSchultz
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Re: counter intuitive
BethSchultz   12/13/2012 12:40:29 PM
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Of course, leave it to analytics professionals to recognize the value in using the numbers to predict hiring needs and optimize the selection process!  Analyzing the Analytics Talent Pool

philsimon
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Re: counter intuitive
philsimon   12/13/2012 10:24:11 AM
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In fact, according to a new report from The Conference Board, "today's human capital professionals have yet to move from being reactive to proactive and predictive."


***

It's been like this for 15 years. As for why, my hunch is that people go into HR because they aren't "numbers' people."

pskoo
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Re: counter intuitive
pskoo   12/12/2012 9:56:38 PM
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I think it is because HR is still considered as a cost center rather than a profit center and secondly, most companies have not realised that managing Human Capital could be the next frontier to gain competitive advantage in this Knowledge Economy.

kicheko
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Re: counter intuitive
kicheko   12/12/2012 3:12:56 PM
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And the whole HR business is founded on analytics even prior to the emergence of the big-data concept in its current form. They could be slow to adopt the new analytics tools for that very reason. The fact that not much in the day to day operation is bound to be new. However on a strategic level it will be useful because from the granular detail provided by latest tools, HR can sort and improve their staff skills and select new hires more accurately.

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