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Thought this was interesting. Across 160 teams of researchers, just about all failed to make good life outcome predictions on things like GPA, evictions, layoffs, and others. Data followed 4.5k families across 15 years, with 13k features (varied over time). Haven't looked at it directly yet, but will be turning the docs and data inside out... In the meantime, authors claim this as showing the limits of ML. Oh, and it's published in PNAS, so you know there's some big publication energy there.
https://www.pnas.org/content/117/15/8398
today I choose violence
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Coach
Been slowly picking up as something that exists, but doubt it'll have a big future within industry clients. Main problem is that there's too much legal red tape around HR processes to do actual analytics like you would with product, marketing, etc. May see more growth as a consulting practice though, as more companies pick up on the buzzword and start farming it out.
The politics, emotional charge and legal ramifications mean that most leaders are treading lightly or are completly side stepping this subject.
Once measured, irrefutable data becomes available and visible, action is then required. This subject matter requires bold leadership in addition to the challenges of "safe" subjects...
By people analytics I mean creating reports about talent acquisition, employee diversity, retention, engagement, etc
Based on the 3 stages of analytics: descriptive, predictive, and prescriptive.
You can’t get far with descriptive alone (your reports).
You need the other two to make some serious specialization and money. To use the other two, you need enough data. Thus, your career will ups be limited to very large organizations who have a need for very complex human resource planning or projections.
There's a larger future in it than responses have given thusfar - but the audience isn't the businesses currently driving it. Instead target staffing agencies for gig work and universities for placement. Predict success, placement and eventual tenure.
Additionally how consults bill would help improve data collection in industry, and provide a more robust view of outcome based planning... ( i.e. how likely will this type of work increase turnover)
People analytics exists as part of corporate DEI initiatives. The information is sensitive and for obvious reason is often not released externally or to levels below leadership.
Connect with HR leaders/the HR bowl to explore how they are partnering with data scientist/engineers as part of their people strategy initiatives.