The years leading up to 2015 affirmed and reaffirmed that we indeed have lots of data. And with lots of data all around us, organizations should really be thinking about how to leverage data to get ahead not only of competition but to get ahead of everyday transactions and to be able to predict and control what's coming down the pike. Almost every transaction in society now is ‘datafied.' The automation and datafication of transactions and actions are giving us the opportunity to understand…

The "big data" and/or "analytics" buzz have been around for a while now and have clearly made a major impact on many things. However, in HR, I'm not entirely sure what kind of impact it has made. On some level, I think the big data buzz, at least, pushed HR to be more strategic and to think more strategically. With the increased emphasis on data brought on by the big data movement, it led many, including HR to be analytical and to use data and evidence to make informed decisions and develop…

Recently, I was asked about the role of I/O Psychologists in HR analytics and this whole "big data" movement. And so what I am learning as I researched the topic, and just as I had suspected, is that there are many others in the I/O Psychology field who are also involved in HR analytics and big data. I think I/O Psychologists are in a very favorable position in this big data movement.  The required graduate-level statistics courses are really helpful in preparing I/O…

Now that you have that job vacancy, this might be a good time to reflect and analyze what that particular position’s role is in the organization.  This is a timely opportunity for the organization where managers can self-reflect and ask some important questions about the position and about its fit to the overall mission.  When was the last time this position was filled?  How does this position add value to my organization?  What other skill sets do we need in our organization that…