The document discusses the limitations of people analytics and using algorithms to evaluate employees. It notes that personality tests and metrics may make incorrect assumptions or focus on the wrong factors. People are complex and cannot be fully analyzed like data. The best predictor of future performance is a person's past as evaluated by someone who knows them, not by algorithms. The document advocates treating employees in a holistic way by providing an supportive environment and opportunities for development, rather than solely focusing on past achievements or quarterly targets.
3. TIME STUDY
➤ Fad in human resources
➤ personality test scores are
used who's best for a job (XQ)
➤ Some algorithms can make
un-useful assumptions
➤ Data only as good as questions
➤ People also have problems
with tyrant bosses!
4. STATISTICS AND MANAGERS
➤ It simply means we can never be perfect.
➤ Random correlations which might be noise.
➤ Most readable metrics may not be most important.
➤ What metrics a personality test uses is the key for the test.
➤ Emotional climate > quarterly targets
➤ People > Performance
7. GOOGLE SCENARIO
➤ Bastion of algorithms generated
➤ Knowing so much about algorithms lets them realise
limitations.
➤ Assumptions built in can be biased against certain traits
➤ Unfair discrimination
➤ Biggest objection- the best predictor of a person’s future is his
past and is evaluated by a person who docent know it
8.
9.
10. LESSONS
➤ People cannot be analysed similar to data or objects
➤ They are a wholesome resource
➤ Performance can be bettered by better environment and
constructive interaction
➤ Human resource is the most important resource
➤ The core elements of a company always consists of people.
➤ Any change or innovations can be done by people and only by
people indeed
11. TAKE-AWAYS FOR INDIAN MANAGER
➤ Selection must not only be based on past laurels
➤ Everybody must be provided with equal opportunity
➤ Innovative and effective methods need to be created for
people evaluation
➤ Passion is the key
➤ Human resource development programmes need to be held at
regular intervals.
12. CREDITS
➤ What People Analytics Can’t Capture
by Daniel Goleman
➤ Google Images
➤ People Analytics - Wikipedia, Google
➤ Best practices to hire
THANK YOU
