Historically, HR decisions used ‘gut and intuition’ to drive decisions. Now the use of data in the form of people analytics is providing value, allowing better decisions to be made.
One example is a large, global company that was looking at building in China. However, the head of the analytics looked at the data and discovered that it was not an ideal place to locate the company. It was found that the talent in the region was very ‘thin’. The completion for this work group was high in the area, creating additional shortages. This would have made it difficult to not only hire the initially needed workers but then it would have also limited their planned expansion. This company did not open there – saving money and other possible difficulties.
What you will learn in this episode:
Suggestions for technology tools to use as an initial foray into people analytics Future of artificial intelligence in the workplace What is Blue Matching? David’s advice for companies who are not using People Analytics yet Examples of companies who have found issues using People Analytics Areas of skepticism Why you shouldn’t try to be like Google
Brief about David: David Green joined IBM about a year ago to help IBM customers grow their people analytics and technology. He has been involved with HR since the late 90’s and also writes and speaks about data driven HR.
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