Data analytics and personality tests have limitations in predicting job performance, as statistics can never provide certainty. While past performance is often the strongest predictor of future behavior, performance is best evaluated by people familiar with an individual. Relying too heavily on metrics can undermine an organization over the long term by neglecting human factors. Algorithms also have inherent biases that can unfairly discriminate.

1. What People Analytics
Can’t Capture
- by Daniel Goleman

2. The latest fad in human
resources is using Data
Analytics and personality test
scores to predict if a person is
best for a given job, called EQ.

3. BUT!!!

4. Statistics means never having
to say you are certain.

5. UNPREDICTED Biggest objection
comes from the fact that the
strongest predictor of a person’s
future behavior is their past
performance itself.

6. Inorder to overcome the bigdata we need to
strive hard to overcome its
performance.literally there are some
preexisting metrics are available ,but those
metrics are not impacting a lot.
INSIGHTS!!!

7. Managers who focus too much on performance at the
expense of people can be ruinous to the organization over the
long term

8. Managerial Relevance

9. Algorithms have their own
limitations. The assumptions
built into a test can themselves
be biased against certain traits
and so discriminate unfairly

10. Biggest objection comes from the fact that
the strongest predictor of a person’s future
behavior is their past performance itself.
And that performance gets evaluated best
by people who know that person well.