"Google came up with a decision to decide the promotion of the algorithm, and then no ..."

Prasad Setty is vice president of the Google people Analytics team.
The team that Google set up 7 years ago is responsible for collecting and using data to support the company's management practices.
Its mission is simple, which is to make all personnel decisions based on data and analysis.
At the Google Re:work Conference in October this year, Setty introduced some of the practices that the team uses to manage human resources in science.
The conclusion is that:
Although the algorithm is good, can not be abused, personnel decisions must ultimately be decided by someone.
?
Google is a company founded by engineers and is still under the control of Engineers.
The thousands of big companies make a lot of decisions every year:
Who should I recruit? Promotion who? How much salary should the best man pay?
Usually Google will find 4, 5 senior engineers to form a committee,
Each committee reviews a pile of nominations and makes a decision after many dialogues.

Google's promotion review process is rather complex, with too many materials to review and meetings to hold,
So that even Google's meeting rooms are not enough, so go to the nearby Marriott Hotel to meet.
Therefore, in order to help mitigate the workload of the Review Committee,
Early in the People Analytics team developed an algorithm to streamline the decision-making process for staff promotion.
This algorithm is a formula for calculating the possibility of promotion,
As shown, it considers average performance, manager referrals, and personal referrals (Google allows employees to recommend themselves)
Three factors (each gives different weights, the average performance weight is the most, followed by the manager recommendation, and finally a personal recommendation).
Odds = e. 22.216. (5.227xAvrgPerf). (2.732xMgrRecommded). (. 971xSelfRecommended)
Probability (%) = odds/(1+odds)

Compared with the final promotion results, the algorithm is quite reliable, the test results in the background are very good, and after too many cycles, the performance is still stable.
30% of the promotion case decision-making accuracy rate reached 90%. The team members were so excited that they were able to save 1/3 of the Committee's work,
Let them spare time to focus on the most difficult decisions.

But the result is that the people do not buy, do not want to use this model.
Because they do not want to hide behind the black box, but want to make their own decisions.
So the algorithm has never been used to make promotion decisions.

Setty's lesson is that personnel decisions must be made by people. But people Analytics can still play a role,
Using better information to assist decision makers (using models to test their decision-making processes), but not using algorithms to make decisions for them.

And this insight has helped drive improvements in Google's human resources and management approach.
People Analytics has fundamentally reshaped Google's recruiting system in many ways.
For example, now Google has no emphasis on GPA (Gerschgorin Personality Assessment) and graduate school,
It is more about soft traits such as "humility", "learning ability" and so on.

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People Analytics also summarizes the 8 traits of the great manager through data analysis:
1) is a good coach
2) give the team authorization, do not do micro-management
3) expressing interest/concern for team members ' success and personal well-being
4) Efficient/result oriented
5) Good communicator-listening and sharing
6) Help team members to develop their careers
7) have a clear vision/strategy for the team
8) have important technical skills to help the team to provide advice

Reviews
These eight articles are very sensible, each can be a very large chapter to elaborate,
More needs to be carefully realized.

In addition, Google is also looking for volunteers to conduct long-term research in-house
Many data points have been set up to track their decades of career performance, attitudes, beliefs, problem-solving strategies,
Challenges and compressive resistance. Although we have not yet determined what can be found,
But collecting data research is certainly the first step in using scientific methods to study human resource issues.

Original link:
Http://www.36kr.com/p/217242.html

"Google came up with a decision to decide the promotion of the algorithm, and then no ..."