Today’s HR teams potentially have access to huge amounts of data, and this can bring great rewards for those who use that data intelligently. But, data also brings its own unique challenges. Therefore, before implementing any data-driven HR approach, it’s important to consider the potential pitfalls that surround employee-related data, particularly when it comes to their personal data.
In the last few years, we’ve seen incredible advances in data, analytics, and artificial intelligence (AI). While there is understandable concern about what this means for human jobs, I still believe this is an exciting time for businesses – and the people who work in them.
Laszlo Bock is one of the most famous heads of Human Resources ever. Part of this is that he lead HR at Google, and he initiated a number of innovative practices, many of which were captured in his book, Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead.
Part of the reason why other HR execs have not become household names is that companies do not think of HR as being as strategic as they should, and therefore the Chief Human Resources Officer is not on an equal footing with the other “chiefs.”
Two and a half years ago, Bock co-founded a company, Humu, that helps CHROs among other executives ensure that teams are as productive and as happy as possible. He has leveraged his experience at Google and GE before that along with the work of prominent academics to develop what Humu refers to as “nudges” or reminders, timed at just the right time to impact behaviors in a positive fashion. Bock describes the genesis of Humu, the technology behind these nudges, and the impact he intends make at companies large and small as a result of Humu. Ultimately, he believes that we are on the cusp of a revolution in human resources akin to the operations and manufacturing revolutions of a century ago.