We have begun to open the black box that is AI, providing a simple overview of ML. We looked at three broad types of ML—reinforcement, supervised and unsupervised—and examined some simple applications of each, where possible related to Human Resources.
Steve Scott, former Head of Strategic Workforce Planning and Workforce Analytics at Lloyds Banking Group, gave some tips and hints he wished he had known when he was starting out with people analytics during his presentation at the Nordic People Analytics Summit 2019.
As everyone working with HR becomes aware of the importance of data analytics and its impact on enhancing recruiting, workforce management and performance, it’s a matter of time when the question of an HR dashboard is put forward.
How much data-driven and digitalised can we become without the fear of overlooking the human element in HR? After all, the role of HR is to manage the people of the company and needs to maintain some core values like empathy and humanity.
The first word that people use to describe Millennials is tech-savvy or tech-literate. The majority of Millenials don’t remember a time when there was no internet or technology. Although they were born before the tech revolution caught on, they pretty quickly grew into the technology, and it became their second nature.
Happy and high performing teams are the key to every business success. But how can organisations truly measure happiness and performance? Can they put a number to them?
Adam McKinnon, Advanced People Analytics Practitioner at Merck KGaA, a German multinational pharmaceutical, chemical and life sciences company, demonstrated a case study involving a practical approach with text analytics for facilitating job rotation within the organisation at the Nordic People Analytics Summit 2019.
Luke Whelan, Head of Analytics at Talivest gave a talk at the Nordic People Analytics Summit in Stockholm last year on a machine learning solution he built that helped a call centre to reduce its employee turnover by 30% within six months. And this is his story of how it happened.
Nestlé, the world’s largest food and beverage company with over 2,000 brands, is a great example of how a global company should actively work on providing diversity and inclusion in the workplace through people analytics.
What happens when a company grows so rapidly and its employee base increases three-fold? If you don’t do it right, “the culture will eat your strategy for breakfast,” according to Mark Hayton, responsible for HR analytics and employee surveys at Nokia.
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