Quantity vs quality in the age of big data
As an increasing number of businesses turn to big data to make workforce decisions, balancing the quantity vs quality equation becomes essential.
Not all data is good data, and missed data opportunities present an even bigger issue for those organisations using data to inform their talent management strategy.
When it comes to gathering data on workforce performance, in particular, traditional methods like annual performance reviews have often been limited by poor management-recording practices and the lack of self-promotion displayed by many high-performing employees.
The total workforce
Big data is the great equaliser. If you can capture data on your total workforce, you remove these potential barriers and let the data tell you who your best performers really are.
Smart businesses are embracing technologies that encourage employee participation in the gathering of performance data, using this data to make important and clear decisions around workforce management.
The good news is that there are new technologies available to help you gather vital information about your entire workforce direct from the source, in the form of social recognition.
Social recognition systems provide a platform for peer-to-peer recognition within your corporate intranet. The platform encourages employees to share stories of achievements and success with the whole company, building a culture of workplace recognition and allowing businesses to capture valuable, holistic performance data in the process.
When all employees are engaged in acknowledging and detailing praise-worthy accomplishments, a wealth of performance and values data become available to influence workforce management decisions.
Mobile promotes participation
The amount of people data available for analysis significantly increases when you combine social recognition with an integrated mobile platform.
Every social sharing network has benefited from the accessibility and ease of use that mobile promotes. If you are interested in gathering the greatest amount of performance data from your social recognition program, leverage mobile to make it as easy as possible for employees to share information about themselves, and each other.
The decisions we make using big data can greatly affect the people we are gathering that data from. It is therefore imperative for businesses to understand what makes for good data, and to ensure the workforce performance data used to make business decisions captures the full spectrum of employees within the business.
With big data comes big responsibility. And unlimited potential to make qualified, quality decisions to benefit an organisation’s most valuable asset – its people.