Better people analytics
Better people analytics
复制标题
更好的人员分析
DOI：
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发表时间：
2018
期刊：
影响因子：
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通讯作者：
N. Contractor
中科院分区：
文献类型：
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作者：
P. Leonardi;N. Contractor
“我们有图表和图表来支持我们。所以，滚吧。”几年前，谷歌人事分析部门的新员工开始收到一张写有这句口号的笔记本电脑贴纸，当时该部门可能觉得有必要捍卫自己的工作。当时，人事分析利用员工数据的统计洞察力来做出人才管理决策仍然是一个具有挑战性的想法，许多怀疑者担心它可能会导致公司将个人减少到数字。人力资源部收集了关于员工的数据，但认为可以积极挖掘这些数据以了解和管理员工的想法是新颖的，也是可疑的。
“We have charts and graphs to back us up. So f*** off.” New hires in Google’s people analytics department began receiving a laptop sticker with that slogan a few years ago, when the group probably felt it needed to defend its work. Back then people analytics—using statistical insights from employee data to make talent management decisions—was still a provocative idea with plenty of skeptics who feared it might lead companies to reduce individuals to numbers. HR collected data on workers, but the notion that it could be actively mined to understand and manage them was novel—and suspect.