This presentation is a part of Internship under the guidance of Prof. Sameer Mathur.

1. What
People Analytics
Can’t Capture INSIGHTS BY : YOGESH KUMAR

2. 2
People Analytics
People analytics refers to the method of analytics that can help managers and
executives make decisions about their employees or workforce.
People analytics applies statistics, technology and expertise to large sets of
talent data, which results in making better management and business decisions
for an organization.

3. 3
Bad Analytics ?
The analytics is only as good as the
questions being asked – and that some
algorithms can make unhelpful
assumptions.

4. 4
Which Metrics ?
What metrics a personality test
should use to gauge “success” ?
To analyze people analytically, one
need to select a metrics for
performance. But the metrics may not
involve all the important variables.

5. 5
Is performance
enough ?
Even if one include all the variables
and prepared a metrics that
accurately depicts employees
performance, focusing too much on
performance at the expense of people
can be ruinous to the organization
over the long term.

6. 6
Should we put
People Analytics
on top ?
Should the conclusions obtained from
the analytics be considered to judge
someone’s performance or to identify Is
someone suitable for the specified job ?

7. 7
From the masters
himself
Laszlo Bock, head of hiring at Google
explained, the very fact the company
knows so much about algorithms lets it see
their limits. The assumptions built into a
test can themselves be biased against
certain traits and so discriminate unfairly.

8. 8
Insights
People analytics can be used as a tool
and a part of consideration, but cannot be
put on the top of everything to judge
someone’s performance and role. It
involves variables and metrics on which
one cannot rely in the human context.

9. 9
Insights
The strongest predictor of a person’s
future behavior is their past performance
itself and performance gets evaluated
best by people who know that person well
rather than data.

10. 10
Managerial
Relevance
Communication is the key,
not data. Managers should
focus on his or other
employee reviews while
deciding whether a role
should be allocated to
someone or not ?

11. 11
Managerial
Relevance
Managers should not
focus just on performance
but also need to include
qualities like morale,
loyalty and focus.
Performance at the
expanse of people can be
ruinous to organization.

12. Thank you