NEW PARADIGM in HR &NEW 'MEASUREMENT'

METHODS

Assoc. Dr. Elif Kus Saillardelif@namqda.comwww.namqda.com

Notes fromDAVOS

2016“It doesn't change what we do, it changes us” Klaus Schwab,

World Economic Forum“ ... the main goal is to

maximize well­being of

humans" Stewart Wallis,

New Economics

Foundation, UK

Access to feelings andthoughts of people

Fourth IndustrialRevolution

The main question: what will be the future of

work?

Participatory Paradigm

The Person is at the center as a 'subject'

Participation to processes and decisions

Instead of “Measure Control and Manage”

“Listen, Understand and Cooperate”

Digitization ≠ Digitalization

Helps people to make life easier,

Encourages interaction,

Supports participation,

Allows collaboration

New 'measurement' tools

Unsatisfaction fromsurveys (structuredquestionnaires)

IoT will bring newopportunities to research

methodologies

Time to have a data creationstrategy that supports

participation

Analysis is transparent:analytics is everywhere

Measurement in HR: creating different type of data

Qualitative data in use:Recruitment interviews;

HR BusinessPartner, interviews with

partners;Interview after job leave,

Performance measurement:“Other................”

Critical Instant technique

Voice records,transcriptions (text),

Video,Picture&Photo

Oscar Berg:

http://www.slideshare.net/Unwired/collaborating­in­a­social­era­contres­intranet­2016

Innovative methods needed

VerbalAudio

Visual data

'What' is not enough, 'How' isrevealing

Creating Big DataContent Intelligence

Building Collective Intelligence

it's time now!

Listen: create good data

Understand: make analysis of data

Collaboration: support participatorydata policy

In a Data Driven Organization

What do these things mean?