Week 4 Day 3 of Data analytics internship at IIM Lucknow by Prof. Sameer Mathur.

1. What People Analytics
Can’t Capture
This presentation is made as part of Data
Analytics Internship at IIM Lucknow by
Prof. Sameer Mathur.

2. What are the
possible
weakness of
using analytics
in assessing
people and
management
Performance?

3. • Using an outcome metric like an executive’s earnings
performance, while ignoring his role as a boss and his
impact on the morale, loyalty, focus, and stress levels of
his direct reports, may result in a false indication of
who’s really the best boss.
Lots of aspects are not easily captured with analytics.
"Character traits like integrity and compassion (which)
are surprisingly strong drivers of business success."

4. • 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 people who
know that person well.

5. A manager who gets good performance and keeps
employees VS A manager who gets great
performance but has a new staff every year.
A manager – like the demotivating petty tyrant can
force his people to work hard to meet quarterly
targets, for example, while destroying the
emotional climate that sustains the life-blood of
any organization.
Managers who focus too much on performance at
the expense of people can be ruinous to the
organization over the long term. Using an outcome
metric like an executive’s earnings performance,
while ignoring his role as a boss and his impact on
the morale, loyalty, focus, and stress levels of his
direct reports, may result in a false indication of
who’s really the best boss.

6. Google
realizes the
limitations of
using big
data on
promotions
and refuses
to use them
for
promotional
purposes.

7. A manager who gets good performance and
keeps employees could be deemed to be better
than a manager who gets great performance but
has a new staff every year.
Insights 1.

8. Insights 2.
The best algorithms need hard data on performance
to give an accurate picture.
If we looked at financial performance only
we would get a different picture of performance
than if we looked a turnover data and tenure of
employees.

9. A Manager must focus on two major factors while making People management
strategy
1) Team data they can measure
2) Qualitative Employee Feedback
Both are necessary components of a complete people management strategy to
aggregate and analyze data about employees. By combining high-level data with
more detailed insights, Managers can support their employees to do their best work
and become their best selves.
Managerial Relevance

10. Name : Vikrant Bhardwaj
College : V.I.T Chennai
E-mail : vikrant.bhardwaj2015@vit.ac.in