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Data

1
Real time data analysis
Data
Employee Experience
Before COVID, in best cases, work was more focused on periodic data analysis. One of the most important HR capabilities is agility. How can we implement real-time data collection, to identify precisely where problems are occurring, communicate and iterate/fix.
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11
KB
Katarina Berg
2
Projects and take-home work will play a much larger role in decision making during the recruiting process.
Inclusion
Recruiting
Data
Companies will have to adapt their interviewing practices to involve more work-sample tests if they want to make accurate hiring decisions, and this will promote more inclusive hiring processes. The companies that don’t adapt will over-emphasize video-conference interviews and their process will be riddled with even more bias than before.
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4
KM
Kenny Mendes
3
Finally move on from using MS Word and PDF built resumes which current ATS "try" to interpret
Recruiting
Data
Work Practices
Performance
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0
DM
Declan Murphy
4
Use data & transparency to distribute generated revenue based on added value
Compensation
Culture & Values
Data
Remote
The more we move to distributed value creation, the more contribution will become transparent. We should aim to compensate individual contributors based on the value they add, not based on the distribution of market power. So if the design was the tipping point, the designer should be paid according to the impact her/ his work had, not the hourly rate the market constitutes. With the digital footprint we leave, the track of any product should become traceable. Surely, we‘re not quite there yet to derive fair comparisons, but we have the tools in digital collaboration tools, AI and „the internet“ for enough data points. As a byproduct, it will change the market dynamics for career choices.
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0
David Fuesser
5
Develop employee privacy protections
Remote
Performance
Employee Experience
Culture & Values
Data
Employers need to know how their employees are performing, but monitoring key strokes, active screen time, screen recordings and the like is not the way forward for remote work and can be an invasion of privacy. Employers should hire employees who they trust to perform a given role at a predetermined acceptable level of quality. Using metrics based on work achieved rather than personal work style is key here.
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0
PB
Peter Buschbacher
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