There’s an interesting phenomenon where adjacent fields or industries adopt their own vocabularies and ideas around solving essentially the same problems. A simple example is econometrics and data science – listening to an economist and computer scientist speak about these […]
How do you track if your employees think you're funny? And should you even be tracking that?
How email and calendar paper-trail is benefiting decision making around people analytics? What is being left out?
How should companies structure their people analytics team? A thought-provoking product-centric model for building people analytics talent.
Googlegeist is a great initiative to gather feedback and seek the truth, but two questions remain: (a) can we trust the truth from this survey?; and (b) does this truth lead to meaningful resolutions?
Humu, a human resources consultancy founded by the former Head of HR at Google, uses behavioral economics ‘nudges’ to prompt better leadership. But is it necessary?
In our first class this semester, back in the halcyon days of our pre-quarantine innocence, Professor Polzer posed a question: Are employees trusted partners in a mission or cogs in a machine? Though we have discussed and debated, pondered and premised for almost a full semester now, these authors feel no less conflicted as to this central tension of people analytics than we did almost three months ago.
How Credit Suisse is using analytics to identify who might quit..
In this post, I share my thoughts on the article, “Employee mood measurement trends” by Tom Haak, which amongst other things, describes three main means of measuring employee mood: traditional surveys, simple daily feedback tools, and passive data mining of employee online communications (emails, Slack, Yammer etc.).
I share my assessment of each method. Furthermore, I discuss why passive communications mining is likely to generate data that is unrepresentative of employee mood. Instead, it is more suited for analyzing supervisor effectiveness, which is a leading indicator and arguably the most important determinant of employee mood (the symptom).
Finally, I opine that analyzing supervisor effectiveness through communications data mining could be combined with traditional employee mood surveys to generate actionable insights to improve overall employee performance.
The DoD investigates uses for data/workforce analytics to improve training efficiency and enhance force readiness.