LPA Blog Assignment

April 06, 2020

Read The Full Prompt

Organizations, from startups to multinationals to non-profits to sports teams, are using employee data in new and exciting ways. They are typically trying to improve efficiency, performance, or both, leading to a variety of intended and unintended consequences. Using employee data in new ways often has important implications for employee privacy, company transparency, ethics, and organizational culture.

Your assignment is to identify an article, blog post, or other public source of information about an issue related to People Analytics. This could be a description of an organization’s use of employee data in a particular way, commentary about the field as a whole, an opinion on a particular practice related to People Analytics, or anything else that is relevant to the field. For examples of articles related to the course, visit the PeopleAnalytics@Harvard website.

Write your own reaction to your chosen article in the form of a short blog post. What is your point of view about the issues in question? Are you a proponent? A skeptic? Does your article describe a particularly effective use of data that should be emulated by other organizations? Or do you think it describes an ineffective or troublesome practice? You should go beyond simply describing what is in the article and articulate your own point of view on the topic.

Create an approximately 600-word post to make your contribution on digital.hbs.edu by 6pm on Monday, April 6. Please include a link to the material you write about. Feel free to use graphics, data, videos, and links to other sites to corroborate your points.

After posting your own blog, please comment on three posts by other students by 6pm on Tuesday, April 14. Selected posts will be discussed in class.

If you have any problems with the digit.hbs.org platform, please email diplatform@hbs.edu for help, and visit the digital platform resources page for helpful advice.

Submitted (57)

Assessing HireVue’s Algorithmic, Video-Based, Assessment
Paige Tsai
Last modified on April 13, 2020 at 4:52 pm
Humans are notoriously lousy decision makers, especially when it comes to hiring. To help streamline that process, HireVue has introduced algorithmic-based video-assessment to help companies make better hiring decisions. Over 700 companies have adopted this new approach, but is that [...]
People Analytics à la Française
Last modified on April 14, 2020 at 11:12 pm
In a few of our class sessions this semester, we have asked whether and how people analytics differs across cultural contexts. I have found these questions interesting, so I thought I would dig into some examples from France. I would [...]
A Cloud of Skills – Workday’s Attempt to Redefine Jobs
Serene Yu
Last modified on April 13, 2020 at 6:27 pm
Workday Skills Cloud uses machine learning to identify core skills for enterprises to pursue and develop. Its use cases and the implications on talent decisions require closer examinations to truly support employee and organizational growth.
Artificial Intelligence and Ethics
Last modified on April 14, 2020 at 6:00 pm
We often bring up the topic ethics when evaluating various strategies for people analytics. My post is focused on pushing the discussion further by raising though questions (such as how much are we willing to sacrifice? and is it worth [...]
Amazon’s Warehouse Wristbands
Last modified on April 13, 2020 at 9:10 pm
In 2018, Amazon filed patents for wristbands that would track the location and hand movements of employees in their warehouses. Has the pursuit for efficiency come at too high a cost?
Employee Monitoring at Barclays
Jared V.
Posted on April 13, 2020 at 10:59 pm
In early 2020, Barclays launched a pilot program to more closely monitor employee activity, giving managers real-time reporting on how productive (or unproductive) employees were throughout the day. This pilot was met with immediate backlash from employees and advocacy groups, [...]
AI in People Analytics: Rhetoric and Snake Oil
Posted on April 13, 2020 at 11:00 pm
"AI" has become a buzzword in people analytics. To be sure, AI is indeed a powerful technology. Yet, as with many organizational practices that ascend to buzzword status, its promise has exceeded its potential. Sometimes it's even sold as a [...]