Big data is immature to completely replace human from the decision.

1. WHAT PEOPLE
ANALYTICS
CAN'T
CAPTURES

2. Latest fad in human resources,
Using big data analytics for
personality test scores to predict who
is best for a given job
MANY BUSINESSES ARE
REAPING REWARDS FROM
BIG DATA ANALYTICS. BUT
THERE ARE ALSO SOME
AREAS OF
DISAPPOINTMENT.

3. Consequences of use
big data as recommendation of promotion
Short Term
Stress and moral hazard
Long Term
Employee just shift company rather
being judged by faulty algorithms.

4. MANAGERS WHO FOCUS TOO MUCH
ON PERFORMANCE AT THE EXPENSE
OF PEOPLE CAN BE RUINOUS TO THE
ORGANIZATION OVER THE LONG
TERM.

5. USING AN OUTCOME METRIC LIKE AN
EXECUTIVE’S EARNINGS
PERFORMANCE, WHILE IGNORING
IMPACT ON THE MORALE, LOYALTY,
FOCUS, AND STRESS LEVELS, MAY
RESULT IN A FALSE INDICATION OF
WHO’S REALLY THE BEST.

6. STATISTICS
THE POWER OF
“STATISTICS MEANS NEVER HAVING TO SAY YOU
ARE CERTAIN.” IN ANY MASSIVE DATA ANALYSIS,
FOR INSTANCE, THERE WILL BE RANDOM
CORRELATIONS THAT LOOK “SIGNIFICANT” BUT
ACTUALLY ARE NOISE, NOT SIGNAL.

7. HUMAN
NOT
HAVE
LIMIT
A l g o r i t h m h a v e l i m i t
And then there’s the question of
what metrics a personality test
uses to gauge “success.” Big data
needs a hard outcome metric for
performance, but the most
readily available metrics may not
actually be the most important
variables in organizational
flourishing.

8. BIG DATA
Oil of 21st
Centuary
is Purpose
BUSNINESS YOU
Most
important
part of
organisation
WHAT IS IMPORTANT TO
US?

9. 'BIG DATA' IS
A WAY
OF 'BUSINESS' FOR
'YOU'.
'You' must stand top in hierarchy .

10. goals?
Of course not blindly follow
big data in business realm.

11. Ask right question
Where it is needed
in business and
what are underlying
assumption and
limitation of model
set
smart
goals

12. thank
you!
Big data is just a tool !