This is a presentation done by me as a part of data analytics internship under the guidance of Prof.Sameer Mathur Ph.D,Carnige Mellon)IIM-LUCKNOW

1. What People Analytics Can’t Capture
by Daniel Goleman
This presentation is done as a part of the
internship under the guidance of
Prof.Sameer Mathur (IIM-L)

2. • Data Analysis ,for instance, there will be random
correlations that look “significant”
but actually are noise, not signal.
• Using big data analytics and personality test scores
to predict who is best for a given job
– so-called “XQ.”

3. and who screamed at
people for the smallest
lapse. He made life so
miserable for his direct
reports that many of the
best had moved on to
other companies.

5. •many businesses are reaping rewards from big
data analytics.
•Experts caution that big data, like any other, is
only as good as the questions being asked

6. bastion of algorithms emerging from giant
data sets, engineers refused to use just
such a method to decide on promotions.
•very fact the company knows so much
about algorithms lets it see their limits.

7. But the 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.

8. •Using an outcome metric like an executive’s earnings
performance, while ignoring his role as a boss and his
impact on the morale, loyalty, focus, and stress levels
of his direct reports, may result in a false indication of
who’s really the best boss.
• 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.

9. A good manager encourages and
support his team and employees to
excel their work ,he doesn’t yell at
them.