An insightful analysis of the article - What people analytic's can't capture (By Daniel Goleman)

1. What People Analytics
Can't Capture
I N S I G H T S B Y - K U N A L B H A T T A C H A R Y A

2. An Overview of the Discussion
In this article, Daniel Goleman discusses the limitations of people
analytics using Big Data and cites an example of the tech giant
Google which still refuses to rely on such analytics only for their HR
processes like hiring and promotions. He quotes - "...I read TIME's
recent cover story on the latest fad in human resources, using Big
Data analytics and personality test scores to predict who is best for a
given job - so called 'XQ'"

3. Skills that people need to
succeed in professional practice
Range from specific field-related
skills to general ones
We acquire professional skills
through education, on the job
training, and life experiences.
Professional skills:

4. The Question is:
Are such analytics tools successful in conducting the right
kind of analysis, considering all necessary variables to
predict a person's suitability for a job role?

6. "Communication—the human
connection—is the key to
personal and career success."
P A U L J . M E Y E R

7. Communication
Skills
Extending the idea from Paul
Meyer's quote in the earlier slide,
communication skills are
absolutely invaluable in almost
every kind of job today. And yet,
this is one of the metrics that Big
Data analytics doesn't measure,
yet!
Let's deep-dive into some of my
insights from the article we are
analyzing.

8. Answers derived from Big Data analytics are only as good as
the questions asked. Big Data needs a hard outcome metric
for performance. Over-relying on such metrics like number of
projects delivered while ignoring their impact on morale,
loyalty, and stress levels of their direct reports may result in
false indications of their personality, managerial capabilities
and fit for the role.
I N S I G H T - 1

9. This is what people analytics would miss out!
I am
You dare not leave
on Friday without
finishing this task!
I hope the offer
letter of XYZ Inc.
is released by
Friday!

10. The biggest objection to the use of people analytics in HR
processes stems from the fact that the strongest predictor of a
person's future behavior is his past performance, which itself
is best evaluated by the people who know him well
I N S I G H T - 2

11. Insight-1 highlights a drawback of people analytics faces
due to the questionable metrics and biased assumptions on
which the analysis are conducted. Managers have to watch
out for these during hiring and appraisal processes to avoid
losing quality resources.
Insight-2 points to a legitimate frame of reference to assess
candidates and employees - their colleagues. Managers
could make it a routine procedure to take inputs from the
person's colleagues to get a better understanding of their
managerial and interpersonal capabilities and fit for the role
.
M A N A G E R I A L R E L E V A N C E

12. Thank you!