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On April 19, 2022, Meghna commented on People Analytics in Medicine :

Hi Gauthier,

What a well written piece – and unfortunately, so true. As I read it, I was reminded of my time in India with Johnson and Johnson when we helped build surgical and nursing capacity in villages through dedicated training and skill-upgrade programs. Given the high variability in medical education within the country, the disconnect between the CV (academic credentials) and practice was exceptionally high. Your insights make me wonder if we could parameterize practice components for a physician/surgeon/nurse which can help us identify high performing human resources in healthcare. Given the high information asymmetry and supplier induced demand, I worry what these measures could be? and would the medical association ever agree to these?

On April 19, 2022, Meghna commented on People Analytics for a trip to Mars? :

Thanks, Samar for giving us a sneak peek into people analytics at NASA. It is very fascinating that an algorithmic marketplace coupled with manual practices is/will be used for talent development in such a crucial skill-based work. While I echo most of the comments and insights you have brought out above, I wonder if the many tools and technologies NASA is trying to build-in take it over the curve (given that life is curvilinear, and we are all aiming to strike that perfect balance!). I am worried that bringing data tools to an already data-oriented bunch of extremely skilled people, might take-away from the joy of work, and be exceptionally hard to implement in a hybrid work model. Well, we will just have to wait and watch šŸ™‚

On April 19, 2022, Meghna commented on Can People Analytics Curtail The Great Resignation? :

Thanks for sharing your views, Mannix. I do agree that people analytics will play a bigger role in employee engagement and retention in the coming years. What I found most interesting about your blog is that fact that many of the initiatives you speak about still rely on ‘listening’ to the employees – I wonder how one can effectively collect such qualitative data and make it actionable at scale. I worry that this may be too complex to administer, and firms may resort to passive data (email tracking etc.) to make decisions instead, which could miss some of the feedback which would be critical to employee engagement.