big data online courses and analytics, companies are able to take employee safety to a whole new level.</p> ;<p><strong>Making learning and development more effective</strong></p> ;<p>With the rise of online learning, corporate learning and development is becoming increasingly personalised to individual learners. Fuelled by data and analytics, ‘adaptive’ learning technology allows courses, course segments, activities and test questions to be personalised to suit the learner’s preference, pace of learning, and best way of learning.</p> ;<p>Individual, self-paced online learning is also arguably more cost effective than pulling employees out of their job for a day or week to send them on expensive training courses. Importantly, self-directed learning like this helps integrate ongoing development into employees’ everyday routines. Danone’s online <a href="http://www.clomedia.com/2016/12/05/corporate-learnings-transformation-digital-age/" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:http://www.clomedia.com/2016/12/05/corporate-learnings-transformation-digital-age/">Danone Campus 2.0</a> is one example of this in action. The food giant has created a user-friendly online platform where employees can boost their development and share best practice and knowledge with other staff.</p> ;<p><u>The takeaway for HR teams:</u> This area of data-driven HR may be less well developed than other areas. But even just a quick glimpse at the digital transformation online courses
happening right now in schools, colleges and universities points to how data can facilitate corporate learning and development in exciting new ways.</p> ;<p><strong>Driving performance … without alienating people</strong></p> ;<p>UPS has taken the use of data and analytics in performance management to an entirely new level. For example, the handheld computer that drivers have been carrying for years (those electronic boxes you sign to say you received your parcel) is actually a sophisticated device that helps drivers make better decisions, such as which order to deliver parcels in for the most efficient route. In addition, UPS trucks are fitted with more than 200 sensors that gather data on everything from whether the driver is wearing a seatbelt to how many times the driver has to reverse or make a U-turn.</p> ;<p>By monitoring their drivers and providing feedback and training where needed, UPS has achieved a reduction of <a href="https://pressroom.ups.com/pressroom/ContentDetailsViewer.page?ConceptType=Speeches&id=1426415450350-355" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:https://pressroom.ups.com/pressroom/ContentDetailsViewer.page?ConceptType=Speeches&id=1426415450350-355">8.5 million gallons of fuel and 85 million miles per year</a>. Plus, drivers now make an average of 120 stops a day. That number used to be less than 100 – meaning the same drivers with the same trucks are now able to deliver more packages than before.</p> ;<p>You’d think that monitoring employees so closely might cause a backlash among staff. But enhanced performance means the company can pay its drivers some of the highest wages in the industry, which no doubt helps support employee buy-in for data-driven performance. The company has also taken other steps to ensure they don’t face a driver backlash; for example, under the terms of drivers’ contracts, UPS cannot collect data without informing drivers of what they’re gathering. Nor can they discipline a driver based only on what the data has told them.</p> ;<p><u>The takeaway for HR teams:</u> Data-driven HR allows companies to move away from traditional, time-consuming performance management methods like annual performance reviews (generally dreaded by managers and employees alike). Now, we can better monitor <em>actual</em> performance on a more regular basis (even in real time) and provide feedback to employees in a more constructive, continual and consistent way.</p> ;<p>Read more about how data and analytics are transforming HR in <a href="https://www.bernardmarr.com/default.asp?contentID=1410" target="_blank" rel="nofollow noopener noreferrer" data-ga-track="ExternalLink:https://www.bernardmarr.com/default.asp?contentID=1410"><em data-ga-track="ExternalLink:https://www.bernardmarr.com/default.asp?contentID=1410">Data-Driven HR</em></a><em>. </em>It’s packed with real-life examples and practical ways HR teams can deliver maximum value in our increasingly data-driven world</p>”>
HR facts delivers a indicates to make improved folks-relevant selections, develop a deeper comprehending of how staff members are experience, and greatly enhance overall performance. Let us appear at some of the remarkable ways HR groups are introducing worth as a result of details and analytics.
Discovering interesting new recruitment channels
One particular of my favourite examples comes from Walmart’s imaginative lookup for facts analysts. Instead than promote by way of classic channels, they established a challenge on Kaggle, a crowdsourced analytics level of competition platform in which ‘armchair knowledge scientists’ implement their skills to no matter what analytical complications organizations post. These who amazed at Walmart’s knowledge challenge scored a position with the organization. Several people have been hired into the Walmart analytics staff many thanks to the competitors – which include people who, in accordance to Mandar Thakur, senior recruiter for Walmart’s Engineering division, wouldn’t have been thought of for an interview centered on their resumes by itself.
In the planet of motorsport, Nissan is also recruiting by an unusual channel: racing online video games! Nissan joined forces with Sony to generate the GT Academy, a international annual contest designed to come across the very best gaming racers and switch them into genuine-existence racing motorists. Hundreds of countless numbers of hopefuls now enter the contest each and every 12 months. And all of the winners picked in the past couple of years are continue to racing, proving what a helpful recruitment channel this has been for Nissan.
The takeaway for HR groups: Really don’t wait around for the ideal expertise to knock on your door. Locate out where by your ideal expertise hangs out and emphasis your recruitment attempts there.
Engaging and motivating team
Folks analytics company Humanyze delivers digital badges that seize facts from employee conversations as they go about their working day, like the duration of the discussion, the tone of voice included, how frequently folks interrupt, how very well they demonstrate empathy, and so on. Applying this technology, a major financial institution discovered that its best-performing phone centre employees have been these who took breaks jointly and permit off steam collectively. Based on this knowledge, the lender carried out team split guidelines. The consequence? General performance enhanced by 23% and tension concentrations dropped by 19%.
Elsewhere, IBM has used sentiment analysis to acquire insights from personnel posts on its inside social networking system. For case in point, when IBM was overhauling its effectiveness evaluation program, the company turned to the inner community to request staff members for suggestions on suggestions for a new assessment method. They obtained tens of 1000’s of responses. Working with its Social Pulse textual content assessment software program, IBM surfaced just one commonplace concern: employees did not like their performances currently being graded on a curve. Thanks to data and analytics, the firm was able to act in time and discounted this technique in effectiveness testimonials.
The takeaway for HR groups: With the vary of details and analytics options accessible, it is less complicated than ever to connect with staff members far more seamlessly, measure and make improvements to their practical experience of operating for the enterprise, and, in convert, generate personnel fulfillment.
Boosting personnel basic safety and wellbeing
Steel producer North Star BlueScope Steel has been performing with IBM to style and design a safety system that incorporates IBM Watson’s cognitive computing ability and sensors in wrist bands and helmets. The application, termed IBM Staff Wellness and Protection Alternative, provides safety alerts in serious time to staff and supervisors. For example, if the technology detects a worker is not transferring and they have an enhanced heart fee and significant temperature, it could mean they’re suffering from exertion or even serious warmth strain – in which situation, a supervisor could be alerted, or the staff encouraged to take a split.
In a further instance, Australian organization Looking at Devices has produced know-how for mining vehicles that tracks the driver’s eyes in purchase to spot driver fatigue. The procedure utilizes a digital camera, GPS and accelerometer to track eye and eyelid movement, these types of as how frequently a driver blinks, how prolonged people blinks final, and how slowly but surely the eyelids are transferring – and it can do all this even if the driver is wearing sun shades. When a driver closes their eyes for more time than 1.6 seconds, an alarm is induced within the truck – the two a sound and a vibration within the seat. Then, if the alarm is induced for a next time, a dispatcher or supervisor is alerted, so that they can make speak to with the driver by way of radio.
The takeaway for HR teams: Technological know-how, particularly sensors, has served to make the office safer for a long time now – think smoke alarms, safety and entry methods, and so forth. – but now, many thanks to big data online courses and analytics, organizations are in a position to choose employee protection to a entire new amount.
Building studying and progress much more productive
With the rise of on the net studying, corporate learning and improvement is starting to be more and more personalised to specific learners. Fuelled by facts and analytics, ‘adaptive’ studying…