Some amazing articles were written last month. As we always do, we search the web and compile a list of the five most shared HR analytics articles of the month. It includes some great reads for you to enjoy!
Could you get a job based on your LinkedIn posts, your tweets and other social media activities? This may soon become a reality because of the Bangalore-based HR startup Belong. By aggregating data and applying data analytics, Belong establishes matches between people and jobs by building virtual candidate profiles. Companies can create an account and post job profiles on the platform while the algorithm scans the web for candidates who fit this profile.
The recruitment market is changing and Belong is one of the high potential startups in this sector. Read the article on Belong here.
Burke Powers describes how design thinking can be applied to HR analytics. The five principles of design thinking – being emphasize, define, ideate, prototype and test – are applied to several real-life examples: like how Wegman realized a $1.5M investment that felt like $32.5M in value for the employees, or how KMPG and ISS measur the impact of engagement on the workforce and customer experience.
The design principles offer some great building blocks that can be used in the application of HR analytics to help structure the analytical process. To read more about the examples and how design thinking is applied in practice, click here.
Related: 21 Employee Performance Metrics
What if we made all our data transparent and shared it with everyone? How would a so-called culture of analytics influence how the business is run? Would dashboards for everyone increase the day-to-day decision-making? These questions are answered in this article by Jeff Mills, Director of Analytics at Tableau.
Jeff mentions several excellent examples in the broader analytics space. The article is a stimulating read about the ample possibilities of sharing data and data-driven organizational cultures. One can only wonder what would happen if this would also be the case for people analytics data. When this article is read with this possibility in mind, you will find that Jeff wrote an excellent and thought-provoking article.
Since we started this monthly top 5 last July, David Green has appeared on it every time. This month is no different as two of his people analytics interviews made the list: The HR Analytics journey at Shell, for which he was interviewed by Esther Bongenaar and Vasilis Giagkoulas from Shell’s HR analytics team, and The HR Analytics journey at Microsoft, an interview with Dawn Klinghoffer, Microsoft’s General Manager of the HR Business Insights team.
Shell has always been a leader in the people analytics space. In the interview, Esther Bongenaar and Vasilis Giagkoulas explain amongst others how their team contributes to positive business outcomes, how to get started with analytics and what capabilities are required.
In David’s interview with Microsoft’s Dawn Klinghoffer, Dawn talks about the key factors needed to get started with analytics, the capabilities needed in a team, issues about data cleaning and the future of people analytics.
All in all, two great interviews with leading experts in the field! Check out both interviews here (Shell) and here (Microsoft).
We create our top five by scanning the web for the most shared articles about people and HR analytics. Last month’s most trending article was written by Arunima Shrivastava. According to Arunima, the upcoming disruption in HR analytics will focus on cognitive and contextual analysis. This disruption will be all about mapping expectations and cultural readiness with several technologies to support this.
However, Arunima does not explain how this fits into the ‘analytics journey’ she describes. Indeed, she does not describe how “the power of big data” will be harnessed to support the employees. The article is a nice read about some overarching and softer topics in HR – but, contrary to the title, does not connect these topics to actual analytics. I would love to read a second article that actually about these topics that would actually connect it to HR analytics.
Our own most trending article of October is about the 5 top reasons why HR analytics projects fail. Make sure to avoid these mistakes! If you haven’t read it, check it out here.