Build your super team with big data

What is the chemical reaction when the scout encounters a large number of data? The American Oakland Sports baseball team, which used mathematical models to predict the performance of players and to select players, changed the team's performance in large areas, creating the longest consecutive winning record in the history of the US Baseball League. "HR encounters Big Data: They're staring at you," says Don Peck of Atlantic Monthly, describing the changes that data analysis brings to HR work in the workplace. This article is compiled by Titanium Media, I am a black horse recommended to you entrepreneurs. Billy Bien (Billy Beane) was the general manager of the Oakland Sports baseball team. Mr. Bean became a star in 2003, thanks to Michael Lewis, American writer Michael Lewis, and his best-selling book Orb-the wisdom of winning in adversity (Moneyball:art of Winning an unfair Game). As time went on for a year, in his routine selection of players for the club, Bean changed the way he relied on the Scout's help, and he trusted the players ' decisions to the math model. The model adopted by Grace was developed by a young statistical genius, graduated from Harvard University, for use by Bean and his subordinates. Not long after this, the Oakland sports team wrote the legend of the history of the baseball game. The small team swept the field with a paltry budget, creating the longest consecutive winning record in the history of the American Baseball League, with 103 victories in one season. Only the old-team Yankees can be so victorious, but the Yankees are three times times as well-paid as the Oakland. Bean's team made a big success, and this led to a revolution in professional baseball. Since then, more and more teams have been using predictive models to assess the player's potential and market value, and the first-step teams have largely won significant competitive advantage over their more conservative peers. On the surface, the book is about an unforgettable inspirational legend of a baseball team, but it actually confirms a trend: there is a way to study the job-hunting issue-predictive statistical analysis and large data applications will hopefully change the ways in which millions of of people are recruited and evaluated. Have you ever thought about using big data to predict, analyze, and build a team you need? Yes, you can say that the word "big data" is almost boring by all kinds of industry and media, but we must mention it, in order to express the original pattern is about to disintegrate, it seems to be suitable. Behavioral information, which has been the development of a gold-mining technology, has made it possible to obtain information about human behavior on a regular basis, with a broader and deeper range of information and a new analysis of the information. At present, more than 98% of the information in the world has been using digital storage mode. Since 2007, the overall volume of data has been doubled by four times times. Ordinary people produce large amounts of such data at home or at work, such as sending electricityMail, browsing the Internet, using social media, engaging in crowdsourcing projects, and more. In generating data, they are virtually helping to launch a new social project. Victor Maire-Schoenberg and Kenneth Couqueil, two authors of the Big Data age: The big changes in life, work and thinking, point out that we're in a terrific infrastructure project. In some ways, it can even rival the ancient Romans ' water ditches and renaissance encyclopedias. The project is ' data ' and, like other infrastructure improvements, it can make a fundamental difference in the society. "In our time, changes have taken place in various industries, and the computer algorithms that predict stock prices have changed Wall Street, and the precise analysis of Internet browsing records has changed the traditional way of marketing," he said. But there has been little belief that similar data-driven approaches could be widely used in the talent market. This approach is really true has become the tool used by HR. John Hausknesit, a professor of industry and Labor relations at Cornell University in the United States, has told the media that in recent years, domestic workers have seen a big increase in demand for jobs. To tie in with the latest situation in labour market supply and demand, Mr. Hausknesit has also revised his teaching course. Today, not only can we find the HR department's dedicated analytics team in industry big-name companies like Google, Hewlett-Packard, Intel, General Motors and Procter and Gamble, but also find their presence in some new generation companies, such as McKee Foods, a Tennessee producer of the American dessert brand Little Debbie cake. Liambili Bien also caught up with the trend last year when he attended a meeting of corporate human resources executives at Texas Austin, who published a penalty-for-money operation entitled "A new Era of talent management" (the Moneyball approach to Talent Management), In this industry out of the limelight, his speech was slightly modified by the media, published in all the major journals on the HR industry. Give your career to data analysis? It may be more appropriate for the workplace to refer to the predictive analysis in career analysis as an emerging area, calling it the arranges analytics. Of course, it's a big challenge to apply the theory to the actual work, let alone the moral controversy! It seems daunting. To achieve the goal of forecasting, it is necessary to create huge personal technical statistics for personal performance "(such as performance, work attitude, KPI, etc.), which is bigger than all the forms we have seen on the sports Web page, and beyond all our previous imaginations." To some extent, this kind of analysis and statistical application in practice, in essence, is in the exploration of the deepest secrets of human nature, even how we grow, whether we will reproduce, grow up what is the shape. So, most of the companies in the field are just beginning to explore the possibility of applicationOf。 In the next 5-10 years, the data analysis industry will be the birth of new models, and will carry out a very large number of new experiments. Is this a welcome development for the economy, for our career paths, our mental outlook and our sense of self-worth? The historical change of the "mode of selecting Talents" from the company "This concept was born, there is a kind of the world called the manager" of the people, every day to identify who is the most suitable for their employees, and the skill of selecting talent is also very different. Say an interesting history: at the beginning of the last century, a Philadelphia manufacturer has come up with a strange decision to hire: command the foreman to stand at the factory gate, throw the apple at the job seekers around the foreman, if someone moves fast enough to get an apple, and if they are strong and able to keep the apples they receive, the factory will hire them. The idea of that era, indeed, is quite different from what it is now--a Darwinian process that has become the guiding ideology of some elite managers (of course, without the blood of Nature's evolution). At that time, the rising giants of American Steel, DuPont and General Electric were consolidating and affecting the industry. Fish-style consolidation has destroyed weaker rivals and spawned more powerful companies, whose founders typically gain the favor of industry giants and get top jobs in those companies. It works very well. As Peter Cappelli, a professor at the Wharton School of Business, wrote in his Peter Capley, there is no way of influencing the scientific field of prediction and selection to see how people actually behave. However, by the end of the Second World War, there was a serious shortage of talent in the US market. Corporate executives are getting older, and from the Great Depression of the 30 to the Second World War, a weak job market has led to shortages of well-trained and competent managers. To find the potential for rapid growth in the general staff of the Jade ", it becomes the most urgent business in the United States." Starting from this, enterprises began to involve a formal recruitment and management system. How to build a system? Part of the latest research, based on human behavior, stems from the military skills developed during the two World War. Because the outbreak of the World War requires a large number of troop mobilization, and a large number of casualties, the need to be as efficient as possible to use, as far as possible. As of the 50 's, the most common practice for young people who applied for professional jobs was to spend a few days in a test. These companies are looking to tap into potential stocks of job seekers who will later be promoted to management. The 1950 issue of Business Week said: "The company will directly select senior executives from tertiary institutions." There is no doubt that it is a blind age with technocratic habits. Think about it, from IQ tests, math tests, vocabulary tests, professional attitude tests, career interest tests, Rorschach (Rorschach) Personality tests to a range of personality evaluations, and even physical exams, and hiring is also like a flow-shop. In the early days, big companies passed tests to test candidates,Want to use the test to determine the right person. Even if the employee has chosen to start work, the evaluation process is not over. Some one-fourth of U.S. companies are using similar test-assessment managers and junior managers to assess whether they are ready for a higher position, according to William Whyte, a business reporter, who William White in his 1956 classic cultural criticism. In his book, Mr. White wrote: Should we promote Jones or shelve it? In the past, the employee's executives had to discuss the issue with each other in order to make a choice, and now they can work with psychologists to see what the results of psychological tests say. However, the way the rage in the corporate world in the middle of the last century almost disappeared in 1990 years. Peter Capley told me: "I think the human-resource practitioners of the late 70 would be shocked if they were to witness the casual recruitment of companies." "That is to say, in the 90 's, the enterprise no longer takes a few days to do the test, but does a few temporary interviews, but with the sex to think about some questions to ask candidates." Why is this change? Kaplice says there are a number of reasons why this change can be explained. He enumerated many, for example, the phenomenon of job-hopping increased, so that enterprises do not need to do a thorough test, so the test is not enough economic and practical; enterprises pay more attention to short-term financial profitability, thus weakening the enterprise only for long-term development of the inherent function of talent; In addition, the Bill of Rights (libertarians), introduced in 1964 Rights Act) allows companies with discriminatory tendencies to take legal responsibility, which also makes the company's human resources department worry that a wide range of tests with any clear results may reveal a systemic bias in the future. It is precisely because of various factors, enterprises began to favor less formal quantitative recruitment methods. The practice is still very much in the market today. But there is another reason for companies to give up their own sharp ways: many of the methods they use have later proved less scientific. Some methods are based on psychological theories that have never been tested. Others were originally designed to assess mental illness, sometimes with relatively small numbers of unrepresentative people, such as college freshmen, so those tests only showed that the subjects ' responses were normal. William White presided over a number of tests for corporate presidents, and found that none of the president's ratings belonged to recruiting. White's conclusion is that such assessments do not assess potential and can only be evaluated simply from a large stream. Some of these tests also do not pay attention to privacy, such as asking the subject's personal habits or parental feelings. It is therefore not surprising that the tester is disgusted with such impersonal inquiry and stimulation, sometimes naked tenderness. Based on the above reasons and other factors, recruitment is a science "view has been neglected." And now its status is being regained, thanks to the analysis of new technologies and methods that make our past analytical tools cheaper and faster, covering a wider range. For better or worse, the new era of technological creativity has begun.