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|Subject: Change Coming to Some HR Depts||Date: 12/5/2013 1:42 PM|
|Author: tjscott0||Number: 53442 of 74914|
Predictive statistical analysis, harnessed to big data, appears poised to alter the way millions of people are hired and assessed.
By one estimate, more than 98 percent of the world’s information is now stored digitally, and the volume of that data has quadrupled since 2007. Ordinary people at work and at home generate much of this data, by sending e-mails, browsing the Internet, using social media, working on crowd-sourced projects, and more—and in doing so they have unwittingly helped launch a grand new societal project. “We are in the midst of a great infrastructure project that in some ways rivals those of the past, from Roman aqueducts to the Enlightenment’s Encyclopédie,” write Viktor Mayer-Schönberger and Kenneth Cukier in their recent book, Big Data: A Revolution That Will Transform How We Live, Work, and Think. “The project is datafication. Like those other infrastructural advances, it will bring about fundamental changes to society.”
Some of the changes are well known, and already upon us. Algorithms that predict stock-price movements have transformed Wall Street. Algorithms that chomp through our Web histories have transformed marketing. Until quite recently, however, few people seemed to believe this data-driven approach might apply broadly to the labor market.
You can now find dedicated analytics teams in the human-resources departments of not only huge corporations such as Google, HP, Intel, General Motors, and Procter & Gamble, to name just a few, but also companies like McKee Foods, the Tennessee-based maker of Little Debbie snack cakes.
make no mistake: during the next five to 10 years, new models will be created, and new experiments run, on a very large scale. Will this be a good development or