1. Sloth: Lazy Theory and Application Building for Turkey specific. We are not able to collect local data and turkish culture specific best practices. 2. Negligence: Misapplied Analysis. Copy and Paste Approach. Whatever applied in USAor in the "west" is good. 3. Gluttony: Too Many Reports. A glut of information and good visualization tools often lead HR to produce too many reports, including those with vanity metrics (e.g., a website's number of registered users) that cause us to miss important facts about your country. 4. Polemy: Data Definition, Use Disagreements. Unclear definitions, personal interpretations of what the english jargon means, or uncertainty on how to act on concept, 5. Imprudence: Jumping To Conclusions. HR professionas may jump to conclusions without examining data sufficiently. They may even change their business model for the wrong reasons, such as relying on other people's conclusions, misinterpreting data, or reading an industry benchmark and deciding they need to follow a so-called best practice. 6. Pride: Decision-Driven Data Making. Rather than running tests and using data to confirm or deny assumptions, this Deadly Sin is where we dig through data to confirm our preconceived notions. 7. Torpor: Learning And Acting Slowly. A critical factor is how quickly we act on business requirement, and how quickly you learn from it.
Author: Suat soylu, PhD
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