Big data analytics cannot capture all important insights about an organization. Some flaws in big data can be attributed to unreasonable managers who bully employees. As a result, many consultants left their jobs due to this toxic work environment. Additionally, big data relies on the questions asked and can make incorrect assumptions. It is difficult to identify truly meaningful metrics for measuring organizational success based on massive datasets alone. Managers should focus on both performance and employee well-being to achieve long-term success, learning from examples like Google's hiring process that respects individuals' limits. Past performance does not always predict future behavior due to unmeasured variables.

1. Things People Analytics
Can't Capture.
Hidden reasons for flaws in big data.

2. 1st INSIGHTS:
•One of the major reasons for strains
not only the clients but the boss is
the tyrant and bully who screamed
at the people even for the smallest
lapse.

3. •As a result many of the consultants
left their jobs.
•Big data is only as good as the
question being asked and that some
algorithms can make unhelpful
assumptions.

4. 2nd INSIGHTS:
•It is rightly said that
, in massive data analytics
there will be random correlation
especially noises.

5. •Big data need a hard outcome
metric for performances.
•The most readily available metrics
may not actually be the most
important variables in the
organizational flourishing.

6. MANAGERIAL RELEVANCE:
•The managers like the demotivating
petty tyrant mentioned earlier can
force his people to work hard to
meet quarterly/half-yearly/yearly
targets.

7. •The managers who focuses too
much on the performances at the
expense of people can be ruinous to
the organisation over the long term.

8. •The mangers should learn form
the hiring assistant at
google who allows the consultants
to see their limits.

9. •The biggest objection comes from
the fact that the strongest predictor
of the person future behaviour is in
their past performance itself.