Big data and talent management: Using hard data to make the soft stuff easy Harvard Case Solution & Analysis

The manner in which organizational decision makers approach their work has been changed by our raising ability to gather, store, and analyze large quantities of info. The implications for organizational performance are clear: better choices and better data afford better functionality. In a real elevation in how companies come to comprehend and most profitably serve customers, like advertising, this capacity has resulted in many functions.

This is largely because of the truth that several of the important variables (e.g., disposition) are difficult to measure. Because the relationship between organizational performance and these variables is not entirely understood, it's also. A data revolution is being enabled by recent developments regarding how we understand and then link functionality and individual characteristics in the locale of talent management. Herein, we offer three options that presents how data is now able to be used to enhance organizational performance talent management decisions and, ultimately.

This is just an excerpt. This case is about LEADERSHIP & MANAGING PEOPLE

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