HR Analytics in Google
Should the multinational giant Google’s success be attributed entirely to its expertise in tech, or should it be shared with the equally significant but lesser-known fact of its impeccable handling of the people resources? How does it extend its ideology of ‘Continuous Innovation’ to its Human Resources Department?
Well, the answer in Google’s case comes out as ‘People Analytics.’ Google believes that Human Resource decisions should be taken after a systematic analysis of relevant and adequate data. Such a process is called People Operations, or aka “data-based decision-making,” “algorithm-based decision-making,” or “fact or evidence-based decision-making” in HR analytics. Instead of relying on trust, relationship, presentation, and appearance, opinion – Google decided to back its decision by data and metrics. It also attempts to identify insightful correlations and to provide recommended actions.
The powerful “people analytics team” guides people management decisions at Google. Two key quotes from the team highlight their goals:
“All people decisions at Google are based on data and analytics.”
The goal is to … “bring the same level of rigour to people-decisions that we do to engineering decisions.”
So while Google spends a lot to hire the best, it spends multifold more to retain the best – and not only in monetary terms. It is what can be called a perfect amalgamation of Analytics and HR. It makes you sit back and think about its retention algorithm, Predictive modelling, hiring algorithm, and Top performer’s value, among other things, work. It convinces you with data and makes the collaboration in the workplace simple and discovery and learning easy.
So the next time you google anything – Google about People Operation in the company.
An Article By: Mayuree Kabra
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