Big Data freaks me out.
Chalk it up to being spoonfed George Orwell at an early age or adolescent heroes like Fox Mulder and Neo. Maybe it’s being one of those darn, pesky Millennials always rousing rabble while perpetually straddling the conflicting worlds of analog vs digital.
Regardless: I do not trust institutions, especially institutions that want my information.
On the other hand, I use Google for everything, Alexa lives in every room of my house, and I get really annoyed when Netflix doesn’t remember that I watched something. 10 years ago. On DVD.
We will live within this dichotomy of acceptable spying and unacceptable spying. “Cyberstalking” acquaintances, colleagues, and future partners is considered the norm, as a consumer, it’s fantastic. Who doesn’t love being shown that exact thing you don’t really need the minute you pop ‘round to your friendly internet megastore?
All of those things depend on Big Data. As data collection methods improve, more and more applications for that data are coming into play. In addition to customer profiles, education, healthcare, and finance are all jumping on the Big Data bandwagon.
While traditionally more art than science, HR departments have also become recent converts to the sway of data collection. Applying hard data to soft skills may feel wrong, but people analytics has a vital role to play in measuring the employee experience.
But with additional metrics, new sources, and faster methods of collection popping up every day, what will the future of people analytics look like? More importantly, what role will Big Data play in that evolution?
In this Process Street post, I’m going to look at exactly what Big Data is and the three primary ways it will affect the hows, whys, and whats of people analytics going forward.
To the future!