This document discusses both the promises and limitations of using big data analytics to predict job performance. While big data can provide insights, the metrics used may not capture all important factors, and algorithms can make flawed assumptions. Personality tests alone cannot determine who will succeed in a role, and a manager focusing only on short-term targets may hurt the organization long-term. The strongest evaluations come from people familiar with an individual's past performance and behavior over time. Managers should consider statistical analysis carefully alongside other factors to avoid uncertainty and make effective decisions.

2. 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.

3. There’s a saying in the sciences,
“Statistics means never
having to say you are certain.”

4. In a way ,for any variables even if there
exists a correlation that is shown as
signifcant but mat be noisy enough.
The latest fad in human resources, using
big data analytics and personality test
scores to predict who is best for a given
job.

5. Insight 2
•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.

6. •This scenario can be shown in terns of an
example:
•A manager – like the demotivating petty
tyrant –can force his people to work hard
to meet quarterly targets

7. •Now we have known since long that
managers who focus too much on
performance at the expense of people
can be ruinous to the organization over
the long term.
•So in a way,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. Managerial Relevance:
•A manager usually if he follows these
above insights would not completely
rely over statistics.Since it may lead us to
uncertainity sometimes.
•He can learn from the results obtained
from analysis on how to handle his
work being a manager and gain success.

9. •Thank You