Top 5 Trending HR analytics Articles of November 2017 - Analytics in HR

Top 5 Trending HR analytics Articles of November 2017

We’re back with the latest edition of our monthly “Most Trending HR Articles”! We’ve selected the best HR analytics articles of November 2017 for you to...

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We’re back with the latest edition of our monthly “Most Trending HR Articles”! We’ve selected the best HR analytics articles of November 2017 for you to read. So grab a cup of coffee, sit back and enjoy these 5 articles.

#5: The ‘Data-Driven Time Machine; of People Analytics

Starting off, we have an excellent article written by Michal Gradshtein. It was already featured on our blog once before, but we loved it so much we want to highlight it again!

In her article, she writes about how predictive and prescriptive statistics are like a ‘data-driven time machine’. Big data is the fuel for our time machine, and time travel (or people analytics) is exciting. She specifically notes how measurement, or the gathering of data, can have an effect on the organization.

Take, for instance, asking people about who helped them succeed in their work (e.g. who do you turn to when you want to brainstorm?). Such questions make people aware of certain elements of the organization that they would otherwise not notice. They may thus trigger self-reflection, which in turn can lead to improvements in social interactions.

Just like how Doc warned McFly about interacting with others, as he knew the ripple effect that one minor interaction can have on the system, so too can gathering data have a ripple effect on the organization. You can already have an effect on the organization by simply asking questions, without even doing anything yet!

You can read the rest of her article here.

#4: The brutal fight to mine your data and sell it to your boss

At our number four spot, we have an interesting article highlighting the battle in Silicon Valley over your lucrative professional identity.

Drake Bennett gives you an inside look into the various feuds between companies in Silicon Valley over your personal data. He highlights the court case between HiQ, a people analytics firm that creates software tools to help HR departments, and LinkedIn.

HiQ uses LinkedIn’s enormous database to create a mapping tool that shows which employees are at risk of leaving for another job, what credentials employees have, and what abilities employees have. LinkedIn didn’t want its data to be used in this manner and sued HiQ.

A highlight of the article was the analogy LinkedIn’s lawyer made. He said: “The information in your local library is public, but that doesn’t mean that you can break into the library with a crowbar at 2 in the morning because you’re seized with a desire to read Moby-Dick. Libraries can impose reasonable limits on public information, and so can LinkedIn”.

What do you think? Is LinkedIn in the right in defending the use of its data, or should LinkedIn’s data remain accessible to the public?

Read the rest of the article here.

#3: 8 major HR trends for 2018

Taking the third spot, we have Tom Haak highlighting 8 major HR trends for 2018. His first annual HR trends prediction appeared in December 2014, and he has now returned for his fourth prediction.

He predicts the following for 2018:

  1. From PTB to EI: The tide is slowly turning for HR professionals from PTB (please the boss) to EI (employee intimacy).
  1. Renewed focus on productivity: Instead of focusing on hiring more people, organizations will focus on determining the characteristics of the best performing people and teams.
  1. Power to the people (or: Bring your own everything): Employees are expected to take more initiative on a wide range of HR activities, such as asking for feedback and tracking their own performance.
  1. The end of fixed jobs: The trend will continue in 2018 where jobs becomes less and less defined.
  1. Learning in real time: The learning domain will focus more and more on small, bite-sized learning that can be immediately implemented by the individual.
  1. Hospitality and service: HR needs a new breed of HR professionals who can run HR as a service organization.
  1. Shrinking HR teams: As the level of automation increases, so does the number of jobs in HR services decrease.
  1. Letting go: Planning and control are overrated. It’s better for organizations and managers to have a “go with the flow” approach.

Do you agree with his predictions? Read his full article here.

#2: The overcommitted organization

For our #2 spot, we have an article written by Mark Mortensen and Heidi K. Gardner about the impact of multi-teaming – having people assigned to multiple projects simultaneously.

This phenomenon is widespread: In a survey of more than 500 managers, they found that 81% of those on teams worked on more than one team at the same time. This has a multitude of benefits:

  1. It allows groups to share brainpower across functional and departmental lines.
  2. It increases efficiency, as employees can focus on other projects instead of sitting idle between tasks.
  3. It allows for the dissemination of best practices throughout the organization.

However, the costs are substantial and need to be managed properly.

Employees may feel fatigued and burned out as they struggle to manage their time and engagement across projects. Teams become less cohesive, making it harder to build trust and resolve issues. Organizations open themselves up to the risk of having multiple deadlines fail, as otherwise independent projects are now linked together.

In order to properly utilize multi-teaming, you need to have a plan and a structure. How do you do this? Read Mark’s and Heidi’s insights and analysis here.

#1: The HR technology trends for 2018: Ten disruptions ahead

Josh Bersin is no newcomer to our list of authors in our “Trending HR Articles”. This time, he takes our #1 spot as he writes about the HR technology trends for 2018. He highlights ten disruptions you have to keep an eye out for next year:

  1. A massive shift from “automation” to “productivity”.
  2. Acceleration of HRMS and HCM Cloud Solutions, but not the center of everything.
  3. Continuous performance management is here, and you should get with it.
  4. Feedback, engagement, and analytics tools reign.
  5. Reinvention of corporate learning is here.
  6. The recruiting market is thriving with innovation.
  7. The wellbeing market is exploding.
  8. People analytics matures and grows.
  9. Intelligent self-service tools.
  10. Innovation within HR itself.

We highly recommend reading his article in full, as it’s filled to the brim with insights from an established thought leader within the field of people analytics. You can read the full article here.

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