At the HCI Workforce Analytics conference, they played a video of the previous year's speech by Google on their Project Oxygen. This was their human capital analytics effort to determine how to predict successful managers. It was an incredibly insightful way to track an analytics project.
What is even more important, is that how they used the Project results:
Here are some key take aways from the Project:
1. They used Data for insight and credibility based on their culture. They knowingly measured elements that regular HR professional accept as fact. They did this, not to prove to themselves, but to relate to their customers.
2. They focused on the behaviors and used interview to identify the competencies. They realized the limit of certain data collection methods and got beyond the spreadsheets.
3. They integrated the results into their entire culture. These eight competencies are now built into every aspect of Google's processes.
4. They also do an Upward survey (twice a year) year employees rate their managers against these competencies.
What is even more important, is that how they used the Project results:
Here are some key take aways from the Project:
1. They used Data for insight and credibility based on their culture. They knowingly measured elements that regular HR professional accept as fact. They did this, not to prove to themselves, but to relate to their customers.
2. They focused on the behaviors and used interview to identify the competencies. They realized the limit of certain data collection methods and got beyond the spreadsheets.
3. They integrated the results into their entire culture. These eight competencies are now built into every aspect of Google's processes.
4. They also do an Upward survey (twice a year) year employees rate their managers against these competencies.
No comments:
Post a Comment