Post by ummefatihaayat22 on Feb 13, 2024 4:51:55 GMT -5
It is nothing new that every analytics or Artificial Intelligence project begins with data. Obtaining reliable and useful results depends on the state and quality of the data, and the same thing happens in the HR area. H H. The event “The importance of data quality in HR. H H." organized by the Institute of Knowledge Engineering (IIC) wanted to influence the start of HR Analytics projects : HR questions. HH., the available data and its treatment. Alberto BarrientosMore than 60 people were interested in the] session in person, which also had a record online attendance, with more than 365 registered. In addition, it was an opportunity to show the capabilities of the IIC and the projects in which it has collaborated with leading companies. For Alberto Barrientos, general director of the IIC, the key is that “we obtain, on the one hand, quality data through evaluation tools and, later, we have the ability to exploit that information and analyze it at all levels.
Thus, the event brought to the fore various projects for the Germany Telemarketing Data evaluation of competencies, prediction of rotation or analysis of organizational networks, among others, as well as their technical, legal and ethical implications . But, above all, he wanted to show HR Analytics projects that are underway and that are obtaining results and benefits for people.
For Beatriz Lucía, director of the Talent Analytics area at the IIC, the questions that HR asks. H H. and its role, now more active and strategic, are changing along with technology. Much also has to do with the demands of managers and employees, who ask for anticipation and more personalized treatment , which can be achieved with data. In the initial presentation, the expert focused on the state and evolution of HR Analytics in companies and linked it to the IIC's trajectory in this sector. And the Talent Analytics area was created at the IIC shortly after its inauguration and one of the first objectives was to focus on other ways of evaluating, developing the first computerized test in Spain.
In 2000, they launched their own online skills assessment system: eValue and, as a consequence, they began to analyze that data. In this way, the IIC's milestones have been very much in line with the advances in HR analytics. H H. Currently eValue is a living system that is nourished by in-demand tests and innovative methodologies , because "although in HR Analytics there is no project the same as another and we adapt to the data of each client, we have tools that allow us to do it with agility", commented Lucia. Natural Language Processing (NLP) , predictive models and explainability are also already applied in this area.
The transparency of the models is precisely one of the challenges of the HR area. H H. that the expert highlighted and that also emerged throughout the day: Data protection and ethics in the development of projects. Explainability, which also gives more information to HR. H H. on variables and decisive factors. Putting the models into practice: who uses it and why, how to update it, etc. Need for multidisciplinary teams and commitment to strategic projects. Finally, Beatriz Lucía stressed two messages: that the last step of an HR Analytics project is to act and that “HR data. H H. They talk about people, so the decisions we make based on them impact their lives.