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WHAT PEOPLE ANALYTICS CANT
CAPTURE
BASED ON AN ARTICLE BY
The 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.”
But…
• Big data, like any other, is only as good as the
questions being asked – and that some
algorithms can make unhelpful assumptions.
• This destroys the emotional climate that
sustains the life-blood of any
organization
What makes the difference?
What is needed?
A word of caution about big data
• The assumptions of an algorithm built into a
test can themselves be biased against certain
traits and so discriminate unfairly.
• 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
people who know that person well.
Presentation made by:
TARUNA SUDHAKAR

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What people analytics cant capture

  • 1. WHAT PEOPLE ANALYTICS CANT CAPTURE BASED ON AN ARTICLE BY
  • 2. The 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.”
  • 3. But… • Big data, like any other, is only as good as the questions being asked – and that some algorithms can make unhelpful assumptions.
  • 4.
  • 5. • This destroys the emotional climate that sustains the life-blood of any organization
  • 6.
  • 7. What makes the difference?
  • 8.
  • 9.
  • 11. A word of caution about big data • The assumptions of an algorithm built into a test can themselves be biased against certain traits and so discriminate unfairly.
  • 12. • 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 people who know that person well.