While big data analytics and personality tests can help predict job fit, they have limitations in capturing everything about a person that leads to success. Experts warn that algorithms can make unhelpful assumptions, and the most important variables for organizational success may not be the metrics that are easiest to measure. People analytics is an emerging field that aims to take a more human-centered approach to using data in human resources.

1. What People Analytics Can’t Capture
~ Daniel Goleman
Under guidance of
Prof. Sameer Mathur

2. What is this article for?
In Human Resources,
Using big data analytics
and personality test scores
to predict who is best for a
given job - so called “XQ”.

3. Benefits of
being a data
scientist
As data is getting bigger and
bigger, scientists are getting
a job of huge wages with
additional business
Rewards.

4. Many businesses are reaping rewards from big data
analytics. But there are also some areas of disappointment.
Experts caution that big data, like any other, is only as
good as the questions being asked- and that some
algorithms can make unhelpful assumptions.

5. The business world is now gradually warming up to a new buzz
term “people analytics”, which is Essentially a more human subset
of big data. The term is taking the corporate world, and especially
the human capital management space by storm.

6. “Statistics means never having to say you are
certain.”
Statistics is a science, not a branch of
mathematics but uses mathematics models as
essential tools.

7. In order to overcome the big data we need to
strive hard to overcome its performance.
Literally there are some pre-existing metrics,
but the metrics are not impacting much.

8. Many suffer from
Short term targets.
Unsuitable working
environment.
Managers forcing to complete
targets and live upto their
expectations.
Over pressure by the company
management and association.

9. Big data needs a hard outcome metric for
performance, but the most readily available
metrics may not actually be the most
important variables in organisational
flourishing.

10. Insights relevant to a
manager
Have to implement more technologies,
keeping in mind the merits and demerits.
The more they depend on algorithm, numeric
value, the problem of an employee doesn’t
reduce.

11. “Thank-you”
–Veerbhadra Sharma