1. Technology in HR and the disruptive role that Big
Data is playing in driving talent personalization”
Dheeraj Prasad
Vice President – Human Resources, Customer Advocacy & Production
Engineering
Virtual Session on: 26th July 2014

2. Agenda For Today’s Session
• Talent Matching Through Technology – Trends and Tools
• Talent Development Through Online and Social Tools – Trends
in Social Learning.
• Talent Retention Through Technology – Trends in Predictive
Analytics and Forecasting Techniques.

3. SAP helps Germany lift the World Cup
Click Above

4. Hiring With Science: Big Data Brings Better
Recruits - Forbes
Click Above

5. They're Watching You at Work

6. Talent Matching Through Technology – Trends and Tools
Brilliant data science applied to tech hiring
http://www.gild.com/recruiting-science/
Can Algorithms find hires?
http://blogs.wsj.com/atwork/2014/04/30/can-
this-algorithm-find-hires-of-a-certain-race/
The Machine Readable Workforce
http://www.technologyreview.com/news/5149
01/the-machine-readable-workforce/

7. Talent Development Through Online and Social Tools –
Trends in Social Learning.
Yahoo! sponsors employees to earn Verified
Certificates on Coursera
http://blog.coursera.org/post/53374336556/y
ahoo-sponsors-employees-to-earn-verified-
certificates
Learn Directly From Leaders
https://www.udemy.com/u/marissamayer/
Learn the Project Way for enhanced course
experience
https://www.udacity.com/course-experience

8. Talent Retention Through Technology – Trends in
Predictive Analytics and Forecasting Techniques
Case Study - http://www.evolv.net/success-stories/case-study-xerox/
Case Study - http://www.tlnt.com/2013/02/26/how-google-is-
using-people-analytics-to-completely-reinvent-hr/
Case Study -
http://operationsroom.wordpress.com/2013/04/22/big-data-
meets-hr-meets-call-center-management/

9. 8 Tips from A People Analytics Leader
• Understand what's important to the organization on a people level (and start
measuring it)
• Determine what's on the mind of your employees
• Measure the impact good managers have (and develop more of them)
• Build a decision-making system that avoids cognitive errors
• Measure the intention to stay or leave (and not a long satisfaction survey)
• Compare retention scores of high performers versus low performers
• Be very transparent with results of surveys
• Identify low performers and give them the opportunity to course-correct

10. Stay In Touch!
http://www.linkedin.com/in/dheerajprasad
@dheeraj_prasad

11. Conversations!