HR Analytics

The notion of making human capital decisions base on statistical data may sound like a crazy, futuristic concept with a science-fiction twist. In reality, such phenomenon happen continuously within our society, well radiated in this day and age of internet and social media.

HR Metrics are a vital way to quantify the cost and the impact of employee programs and HR processes and to measure the success (or failure) of HR initiatives. They enable a company to track year-to-year trends and changes in these critical variables. - Cathy Missildine

There's an old sports saying that dates all the way back to the late 1990s: "All the ballers want to be rappers, and all the rappers want to be ballers." With apologies to Master P and Allen Iverson, it seems people are never satisfied with who they are.

This interview with Laszlo Bock , senior vice president of people operations at Google , was conducted and condensed by Q. How is Big Data being used more in the leadership and management field? A.

Monday, August 12, 2013 A new buzzword has hit the business world: Datafication - turning an existing business into a "data business." Think about it this way: Facebook has "datafied" our friend network. Google has "datafied" our search and information retrieval. Twitter is "datafying" news and real time information.

Analytics is a hot topic and HR analytics is no different. New books are constantly being published. Being " insight driven " is at the core of the CIPD HR practices. New software products and visualisations tools are being launched.

This is a post from 18 months ago. As fast as technology is changing, it is still essential to ask the right questions. Big Data is as hard to imagine as the web was 20 years ago.

Big data is all the rage in HR recently. But more immediately promising is the talk of small data - of more effectively managing the data we already have before we start thinking about analyzing more complex datasets. And nowhere is this more pertinent than with talent assessment data.