Analytics and the Future of Work

According to the Global Consortium to Reimagine HR, Employment Alternatives, Talent and the Enterprise (CHREATE), five fundamental forces are drving change for the future world of work:

  • Social and organizational reconfiguration
  • An all-inclusive global talent market
  • A new global talent market
  • A truly connected world
  • Exponential technology change
  • Human-Automation collaboration

The speed of these changes is already altering the nature of the work:

  • On one hand, the work will be deconstructed. Analytics will be of vital importance to determine which parts of the work, according to the mission of the company, will be strategic and which parts will become peripheral.
  • On the other hand, parts of the work will be automated either by robots or by other machines. Again, Analytics will help define the best workforce mixing humans and robots.

Workers themselves will continue to redefine work:

  • The number of independent workers will continue to increase. Organization will tap into this “gig economy” for experts to add value to work at the right place, right price and right time. Analytics should be used to understand what work is suitable for independent workers and for permanent employees.
  • Worker’s expectations will continue to drive the need for personalized services (consumerization).

The volume of data will change the nature of workforce insights:

  • As the gig economy builds, the growing associated data will help redefine a worker’s reputation based on information about the gigs undertaken and related endorsements about the value of work.

I want to dedicate this post to Yolanda Triviño who is the Co-Founder of GFWF Global Future of Work Foundation and who along the years has trusted me for occasional collaboration with her necessary and fantastic project.

I am thinking of the Inauguration Day of the Word Work Innovation in Barcelona. There were multiple activities to honor so an important day, one of them being a Table of experts which I had the fortune to moderate. These are the names of the experts: David Tomás, Jaume Gurt and Daniel Furlán.

You can read here a press article talking about the event.

Do you know what we mean when we talk about HR Consumerization?

This is a term coined by Mark Feffer in a 2015 article where he talked about recruitment and concluded that nowadays job seekers must be seen by companies as talent consumers customers.

Hence the term. And hence one of the changes in thought and action that must occur in HR departments for them to think about the benefits that are most interesting to their nowadays employees, prospects and current, and how to customize these benefits for each of them.

#consumerization #peopleanalytics #TXM

There is no arch without stones

What sustains creativity, motivation and cohesion of teams in your company?

Marco Polo describes to his audience a bridge. He describes it stone by stone.

Kublai Jan doesn’t quite understand its explanations and asks for more details:

“Marco Polo, please tell us which of all is the stone that supports the bridge.”

“The bridge is not supported by this stone or that other one,” Marco Polo responds, and goes on saying: “The bridge is supported by the line of the arch formed by all the stones.”

Kublai remains silent while reflecting.

When he finishes reflecting he adds:

“So why are you talking about the stones?” As you tell it, it seems that the only thing that matters is the arch ”

Marco Polo, very calmly responds: “Without stones there is no arch”

There are no teams without people. There are no organizations without teams.

Without people, there are no customers with needs, no products to meet their needs, no ideas to design the products, no creativity to think of a new design, no innovation to reinvent the business, no direction to follow.

Without any of the above there is no progress: neither cultural nor economic.

At the time of the industrial revolution we were driven by the fantasy of being able to increase production by shortening time and exceeding natural limits.

The human person, with his non-automatable parts, let’s say, his capacity for autonomous thinking, his emotions, his expectations and desires, his capacity for relationship and his creativity seemed to be an obstacle for the time production race that enterprises had entered to. It seemed that all the – diverted the company from its objective.

To comment on the above, I like to use the metaphor of whole rice grains. 

When we focused on how to cook rice faster, the solution we arrived at was to eliminate its outer shell. The reason is that it is harder and has more resistance to the effects of heat than its softer internal part.

“We got it!” We told ourselves. “We have beaten nature and time,” we added.

Until we realized that that dish that took us less time to put it on the table, lacked all the energy and vigor that, on the other hand, were still present in the removed shell.

The same happened to our companies and ventures.

Our fantasy of being able to produce by shortening time and exceeding the natural limitations thanks to eliminating the human part, left us with efficient enterprises but with no soul, with no brand message, and with products and services that didn’t make a difference nor in the market nor in the clients.

Harvard studies conducted by Teresa Amabile, Director of Research at Harvard Business School, and Steven Kramer, Developmental Psychologist, author of many articles published in Harvard Business Review, show us that what we don’t see, that is, our employees’ emotions , perceptions and motivations, are decisive in the results of a company, since they determine the degree of creativity of people and teams as well as their degree of commitment to quality work and the equipment cohesion

Increasing productivity and today’s necessary innovation, involves seeking a climate that fosters good emotions, giving space for honest dialogues that allow more positive perceptions of peers and the organization.

And although all this certainly consumes more cooking time, the final stew is not only tastier (useful and competitive), but much healthier (ethical and ecological), and highly desired and demanded (loyalty and afffiliation).

Juna Albert

Business and Data management. Companie’s digital and cultural transformation.

Practical Statistics for Data Scientists

In this training you’ll learn:

  • Exploratory Data analysis in order to achieve Data quality which involves completeness, consistency of format, cleanliness and accuracy of individual data points.
  • Random sampling in order to reduce bias and yield a higher quality and representative dataset, even with big data
  • The principles of experimental design that yield definitive answers to questions
  • How to use regression to estimate outcomes and detect anomalies
  • Key classification techniques for predicting which categories a record belongs to
  • Statiscal machine learning methods that learn from data
  • Unsupervised learning methods for extracting meaning from unlabel data

Here you can consult the other trainings we offer.

Introduce Yourself (Example Post)

This is an example post, originally published as part of Blogging University. Enroll in one of our ten programs, and start your blog right.

You’re going to publish a post today. Don’t worry about how your blog looks. Don’t worry if you haven’t given it a name yet, or you’re feeling overwhelmed. Just click the “New Post” button, and tell us why you’re here.

Why do this?

  • Because it gives new readers context. What are you about? Why should they read your blog?
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The post can be short or long, a personal intro to your life or a bloggy mission statement, a manifesto for the future or a simple outline of your the types of things you hope to publish.

To help you get started, here are a few questions:

  • Why are you blogging publicly, rather than keeping a personal journal?
  • What topics do you think you’ll write about?
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  • If you blog successfully throughout the next year, what would you hope to have accomplished?

You’re not locked into any of this; one of the wonderful things about blogs is how they constantly evolve as we learn, grow, and interact with one another — but it’s good to know where and why you started, and articulating your goals may just give you a few other post ideas.

Can’t think how to get started? Just write the first thing that pops into your head. Anne Lamott, author of a book on writing we love, says that you need to give yourself permission to write a “crappy first draft”. Anne makes a great point — just start writing, and worry about editing it later.

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