Big Data – Ultimate Software's Blog http://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Thu, 27 Jul 2017 13:58:08 +0000 en-US hourly 1 https://wordpress.org/?v=4.8 Big Data http://blog.ultimatesoftware.com/big-data/ http://blog.ultimatesoftware.com/big-data/#respond Wed, 20 Mar 2013 06:48:16 +0000 http://blog.ultimatesoftware.com/?p=145 Last week, I was a guest at the Ultimate Software Users’ Conference. The audience was at least 1,500 strong. The customer loyalty was evident. Big Data was part of the subtext of the meeting. Ultimate is expanding its reach with “connectors” and a partnership with Informatica. Both involve making the UltiPro tool the center of […]

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Last week, I was a guest at the Ultimate Software Users’ Conference. The audience was at least 1,500 strong. The customer loyalty was evident.

Big Data was part of the subtext of the meeting. Ultimate is expanding its reach with “connectors” and a partnership with Informatica. Both involve making the UltiPro tool the center of data usage and analysis.

Ron Hanscome, the new analyst at Gartner gave a presentation about Big Data that included the usual admonishments to upskill the HR Team. He noted that most intra-system work is done with spreadsheets. He described an achievable vision of the questions involved in going towards big data.

And, Ultimate is introducing an algorithm that predicts an employee’s retention risk and embeds it directly into their Talent Card, helping leaders more proactively manage their talent.

There are a few things that most people miss about Big Data in HR.

  • HR will be a significant provider to other departments’ Big Data machinations. It will require a rapid move away from spreadsheets and towards real data integrity. This will be a new and important demand for HR’s time and resources. The political and legal issues are significant.
  • Real time performance management is another way of saying real time surveillance. As the Talent Management arena becomes real time, HR’s role is going to shift in a hurry.
  • The most significant benefits of Big Data projects will use data from outside the HR Department and from outside the organization.
  • Big Data will have a larger effect on the organization than social media. It will force departments and suppliers to collaborate in ways impossible to imagine.

IT oriented consultants view the adoption of this next wave of technology as yet another exercise in readiness and planning. It will be every bit as much of that as social media or the original web were. Meaning not at all.

As we learn to ask the right questions and learn to ask the ones we think are impossible, the magic of measuring will become clearer.

Meanwhile, tons of companies will be aggregating the data about our employees and offering to sell it back to us. They will arrive at insights we wish weren’t so public. They will spot our weaknesses before we do.

For example, what is the range of tenure in your most important department? What should it be? What is it like in other companies? What percent of your best people are close to or beyond the average retention rate? How does that compare to your industry, their industry, your region or other clusters of that type of professional.

(Note that every worker is simultaneously a member of your company’s industry and their profession’s industry. You can’t really understand your workforce unless you understand the dynamics of both.)

Just as Big Data is emerging as a force in recruiting (Indeed and all of the social data aggregators and testers). It will transform the HR Department and the rest of the organization.

I’m not so sure about the upskilling thing but do recommend that you get everyone in the HR Department a copy of Naked Statistics. (The sad thing is that the folks who really need it block content that contains the word Naked.)

 

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Big Data and Predicting Turnover http://blog.ultimatesoftware.com/big-data-and-predicting-turnover/ http://blog.ultimatesoftware.com/big-data-and-predicting-turnover/#respond Sun, 15 Apr 2012 10:13:21 +0000 http://blog.ultimatesoftware.com/?p=111 I learned a lot about data during this year’s Ultimate Software Connections conference. Which is totally cool with me; I’m not afraid of numbers. One specific term was “big data.” Now, I admit that I had heard the term but didn’t really have my arms around what it meant or what it means for business. […]

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I learned a lot about data during this year’s Ultimate Software Connections conference. Which is totally cool with me; I’m not afraid of numbers. One specific term was “big data.” Now, I admit that I had heard the term but didn’t really have my arms around what it meant or what it means for business.

Chris McLatcher, director of business intelligence and analytics for Ultimate Software, really gave a great overview of big data during his session, “What’s Coming in the Area of Reporting, Metrics, Analytics & Predictive Analysis.” In case you’re wondering, the term “big data” refers to groups of data so large that they become challenging to work with. But we do it anyway, because of the trend data that we can pull from it. If you’d like to learn more, here’s a video that can help.

 

Data has always been important to our organizations. Now that lots of it exists and more is generated every second, data is even more important. But not just getting the data. It’s equally key that we can read, process, and make decisions based upon it.

This is where predictive analytics takes over. We can use these techniques to leverage the data. Because what our organizations are able to do as a result of the data will help them achieve success. Having data just for the sake of data isn’t achieving success. Ultimate Software talked about one of the ways they are able to use big data for their clients. Think about this scenario:

Your company is getting ready for their annual strategy session. Part of that session is setting business goals for the next operational year. During the conversation, someone mentions that they are concerned about achieving the goals being discussed because of the current talent situation in the company. “There are lots of reports in the media about people looking for new jobs. If we lose a couple key players, we won’t have the bench strength to make these goals a reality.”

Wouldn’t it be great if you could put the senior leadership team’s fears to rest? The question is: what could possibly be said? Ultimate Software has been successfully testing the use of predictive analytics to not only determine how much turnover an organization might expect but the likelihood of an individual to leave the organization. This is pretty powerful stuff!

If businesses had more accurate data regarding potential turnover, there would be opportunities to potentially change the outcome. Again, what our companies can do with data becomes incredibly valuable and has the potential to impact the bottom line. It all comes down to knowing and understanding the business data we have available.

If you want to stay on top of business analytics and how they can help your organization, consider joining the UltiPro Business Intelligence SIG on LinkedIn. Chris also mentioned two books: Investing in People by Wayne F. Cascio and John W. Boudreau and HR Analytics Handbook by Laurie McBassi. Neither are reads for sipping a pina colada by the pool, but when you need them, they will be very useful.

There’s an old cliché about knowledge being power. In today’s world, having access to the data you need, at the moment you need it, will create powerful opportunities for your company.

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