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
Agenda For Todays 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
Hiring With Science: Big Data Brings Better Recruits -
Forbes
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/5149
01/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/y
ahoo-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
