2. IN HUMAN RESOURCES,
USING BIG DATA
ANALYTICS AND
PERSONALITY TEST
SCORES TO PREDICT WHO
IS BEST FOR A GIVEN JOB –
SO-CALLED “XQ.”
What’s this Article speaking
about?
3. Many data analyst’s are
benifical
Because of bigdata
And getting huge
wages along with
additional business
rewards.
4. BUT THERE ARE ALSO
SOME AREAS OF
DISAPPOINTMENT.
EXPERTS CAUTION
THAT BIG DATA, LIKE
ANY OTHER, IS ONLY
AS GOOD AS THE
QUESTIONS BEING
ASKED – AND THAT
SOME ALGORITHMS
CAN MAKE
UNHELPFUL
ASSUMPTIONS.
DisappointmentNOTHING IN THE
WORLD FREELY
AVALIABLE !
6. INSIGHT
Inorder to overcome the
bigdata we need to strive hard
to overcome its
performance.literally there are
some preexisting metrics are
available ,but those metrics
are not impacting a lot.
7. “A typical manager is a person who
literally
Preasurize the team-members”
8. “We have long known that managers who focus too
much on performance at the expense of people can
be ruinous to the organization over the long term.”
9. “As Laszlo Bock, head of hiring at Google explained, the very fact the company knows so
much about algorithms lets it see their limits. The assumptions built into a test can
themselves be biased against certain traits and so discriminate unfairly.”
10. Biggest objection comes from
the fact that the strongest
predictor of a person’s future
behavior is their past
performance itself. And that
performance gets evaluated
best by people who know that
person well.