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People Analytics (Performance Evaluation (Key Issues (Regression to Mean…
People Analytics
Performance Evaluation
Purpose
Rewards/Punishment
Feedback
Challenges
Performance measure is noisy
Separate skills from lick
skills persist
look for true signal
Key Issues
Regression to Mean
回歸到平均值
outcome bias
hindsight bias
narrative seeking
Sample Size
small sample更常出現偏離平均的情形
中央極限定理
Signal Independence
Wisdom of Crowd
uncorrelated opinions
same background
more source
process to make them independent
Process v.s. Outcome
uncertain environment
process> outcome
Extended Examples
NFL
Reasons for skeptism
Overconfidence on draft
Outcome bias
Law of small numbers
Eco consequesence
fictitious variation
Staffing
Value of analysis
Facts
Cycle
Internal mobility and career Development
Attribution
Hiring
predicting performance
Cognitive test
structured interview
work samples
Approach
Talent management
Chance v.s. True Variation
Credit Suisse
1% retention,75-100m/y
Change jobs makes people stay
Increase internal posting frm <50% to >80%
Hiring
Teach for America
Compare all teacher's performance against their evaluation when hired
Improve hiring process
Google減少interview的主管數
Goals
Introduction to the field
What are the data
Data management skills
What to know
Main areas, main decisions supported by data
General application
How to analyze