I am these days reading a book about Big Data, and going through some of the applications of the technology, I was thinking about some of the ways Big Data can be applied in people matters. I tried to google about usage of Big Data for Performance Management, and didnt quite find much (or maybe thats because the search terms show results for application performance management). One aspect of using technology in HR, I feel, is in the realm of Performance Management.
Today, appraisals are done in an objective manner, with ratings which try to capture achivements and performance. However, as we know, these are a sort of force-fit. What does a rating of “Exceeds Expectation” mean? Does this mean, for instance, that performance is high, or does this mean that expectations are low? Somehow, this seems to be like fitting a square peg in a round hole, or a round peg in a square hole, if you prefer it that way.
An alternative to this could be the usage of technologies like Big Data to handle this. To begin with, managers could have the option of writing their observations, along with specific examples or scenarios as part of the appraisal process. This kind of input gives us rich information about people performance. Instead of trying to fit performance into a quantitative scale, this has the possibility of giving us qualitative inputs into performance.
Add to this the fact that plenty of business-related data is available from finance, sales, and operations, and we have immense data, both quantitative and qualitative, with which to work. Using this data as the starting point, Big Data technologies could be used to build correlation between manager comments and business performance, and deriving employee performance based on this correlation. This has the benefit of giving a descriptive picture of performance, one which describes achievements in a more meaningful way which can be used to drive talent processes.
Theres much more that Big Data can be used for, as this post by @josh_bersin describes.