Technology in HR and the disruptive role that Big Data is playing in driving talent personalization”

Dheeraj Prasad

Vice President – Human Resources, Customer Advocacy & Production

Engineering

Virtual Session on: 26th July 2014

Agenda For Today’s Session

• Talent Matching Through Technology – Trends and Tools

• Talent Development Through Online and Social Tools – Trends in Social Learning.

• Talent Retention Through Technology – Trends in Predictive Analytics and Forecasting Techniques.

SAP helps Germany lift the World Cup Click Above

Hiring With Science: Big Data Brings Better Recruits - Forbes

Click Above

They're Watching You at Work

Talent Matching Through Technology – Trends and Tools

Brilliant data science applied to tech hiring http://www.gild.com/recruiting-science/

Can Algorithms find hires? http://blogs.wsj.com/atwork/2014/04/30/can-this-algorithm-find-hires-of-a-certain-race/

The Machine Readable Workforce http://www.technologyreview.com/news/514901/the-machine-readable-workforce/

Talent Development Through Online and Social Tools –

Trends in Social Learning.

Yahoo! sponsors employees to earn Verified Certificates on Coursera http://blog.coursera.org/post/53374336556/yahoo-sponsors-employees-to-earn-verified-certificates

Learn Directly From Leaders https://www.udemy.com/u/marissamayer/

Learn the Project Way for enhanced course experience https://www.udacity.com/course-experience

Talent Retention Through Technology – Trends in Predictive Analytics and Forecasting Techniques

Case Study - http://www.evolv.net/success-stories/case-study-xerox/

Case Study - http://www.tlnt.com/2013/02/26/how-google-is-using-people-analytics-to-completely-reinvent-hr/

Case Study - http://operationsroom.wordpress.com/2013/04/22/big-data-meets-hr-meets-call-center-management/

8 Tips from A People Analytics Leader

• Understand what's important to the organization on a people level (and start measuring it)

• Determine what's on the mind of your employees

• Measure the impact good managers have (and develop more of them)

• Build a decision-making system that avoids cognitive errors

• Measure the intention to stay or leave (and not a long satisfaction survey)

• Compare retention scores of high performers versus low performers

• Be very transparent with results of surveys

• Identify low performers and give them the opportunity to course-correct

Stay In Touch!

http://www.linkedin.com/in/dheerajprasad

@dheeraj_prasad

Conversations!