Why Data Science Needs People Management Buy-In
From Data Analytics to People Analytics to Enterprise Analytics
The need for information is integral to effective management decision-making. Data refers to the raw observed elements before their organization into understandable categories to become information.
In Human Resource Management (HRM) or People Management, managing data and information is not new. The People function in an organization is abundantly rich in data — recruitment data, workforce data, performance data, training data, competencies data, employee engagement data, salary data, salary equity metrics, performance-pay profiles, staff turnover or attrition data … and then some. This is long before “data science” was created and promoted as a “science”.
“Data science” refers broadly to encompass quantitative research, advanced analytics, predictive modeling, machine learning … etc. Data science is a new “science” and has yet to establish itself as a distinct discipline. To many, data science is nothing more than the modern application of legacy, well-grounded mathematical and statistical theories, models and paradigms.
People Management or HRM has usually immersed itself with issues like people, culture, talent management, training, learning, employee engagement, total rewards…
