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Technology in HR and the disruptive role that Big Data is playing in driving talent personalization

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Technology in HR and the disruptive role that Big Data is playing in driving talent personalization

  1. 1. Technology in HR and the disruptive role that Big Data is playing in driving talent personalization” Dheeraj Prasad Vice President – Human Resources, Customer Advocacy & Production Engineering Virtual Session on: 26th July 2014
  2. 2. Agenda For Today’s Session • Talent Matching Through Technology – Trends and Tools • Talent Development Through Online and Social Tools – Trends in Social Learning. • Talent Retention Through Technology – Trends in Predictive Analytics and Forecasting Techniques.
  3. 3. SAP helps Germany lift the World Cup Click Above
  4. 4. Hiring With Science: Big Data Brings Better Recruits - Forbes Click Above
  5. 5. They're Watching You at Work
  6. 6. Talent Matching Through Technology – Trends and Tools Brilliant data science applied to tech hiring http://www.gild.com/recruiting-science/ Can Algorithms find hires? http://blogs.wsj.com/atwork/2014/04/30/can- this-algorithm-find-hires-of-a-certain-race/ The Machine Readable Workforce http://www.technologyreview.com/news/5149 01/the-machine-readable-workforce/
  7. 7. Talent Development Through Online and Social Tools – Trends in Social Learning. Yahoo! sponsors employees to earn Verified Certificates on Coursera http://blog.coursera.org/post/53374336556/y ahoo-sponsors-employees-to-earn-verified- certificates Learn Directly From Leaders https://www.udemy.com/u/marissamayer/ Learn the Project Way for enhanced course experience https://www.udacity.com/course-experience
  8. 8. Talent Retention Through Technology – Trends in Predictive Analytics and Forecasting Techniques Case Study - http://www.evolv.net/success-stories/case-study-xerox/ Case Study - http://www.tlnt.com/2013/02/26/how-google-is- using-people-analytics-to-completely-reinvent-hr/ Case Study - http://operationsroom.wordpress.com/2013/04/22/big-data- meets-hr-meets-call-center-management/
  9. 9. 8 Tips from A People Analytics Leader • Understand what's important to the organization on a people level (and start measuring it) • Determine what's on the mind of your employees • Measure the impact good managers have (and develop more of them) • Build a decision-making system that avoids cognitive errors • Measure the intention to stay or leave (and not a long satisfaction survey) • Compare retention scores of high performers versus low performers • Be very transparent with results of surveys • Identify low performers and give them the opportunity to course-correct
  10. 10. Stay In Touch! http://www.linkedin.com/in/dheerajprasad @dheeraj_prasad
  11. 11. Conversations!

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