An analysis of "What People Analytics Can’t Capture by Daniel Goleman" under the guidance of Prof.Sameer Mathur

2. INSIGHT
S

3. People analytics, also known as talent
analytics or HR analytics, refers to the
method of analytics that can help
managers and executives make decisions
about their employees or workforce.

4. 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.”

5. Many businesses
are reaping
rewards from big
data analytics.
“BUT”
There are also
some areas of
disappointment

6. 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.

7. “Statistics
means
never
having to
say you
are
certain.”

8. In any massive
data analysis, for
instance, there
will be random
correlations that
look “significant”
but actually are
noise, not signal.

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
organizational

10. 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

11. MANAGERIA
L
RELEVANCE

13. For a hiring manager-the strongest
predictor of a person’s future behavior
is their past performance itself.

14. The more we depend on algorithm ,
numeric values the problem of
employee will not be reduced . Have
to implement more technologies
knowing their pros and cons.

15. PPRESENTED BY:
POOJA KESERWANI
UCER,ALLAHABAD