Football analytics for HR analytics

Moneyball premiered in 2011, and watching it today is an interesting exercise in understanding how data-driven decision making can revolutionize organizational performance. The epic of the Oakland Athletics in the American Baseball League in 2000 evokes emotion, and the moral is based on how they built their legend by creating the first organizational culture with statistics and analytics as the steering wheel.

Billy Beane, the team’s general manager played by Brad Pitt in the film, took a risk and went beyond the norm to discard traditional scouting intuition when it came to entering the player market and use statistical analysis to uncover talent hidden behind the scenes. good interest, but underpriced (and therefore cheaper). In an interview with HRDConnect, Tamie Bahmani, former VP of HR Analytics at Thomson Reuters, explains how data analytics can be used in sports in terms of individual and team coaching.

  • Substitutions: “In the world of sports, teams monitor the energy and fatigue of their players and take them off the field to rest when the time is right.” In companies, burnout is now at an all-time high, but organizations often don’t measure it; At best, they implement anti-stress programs or provide mental health services without clear key performance indicators regarding causes, methodologies, outcomes, etc.
  • performance: “Sports teams take into account not only results, but also performance,” measured both collectively and individually. “What if HR managers take a more holistic approach to measuring performance based on inputs and not just results?”
  • Accident: Adapting to constant change is already reason enough to face strategic workforce planning with a different time horizon than usual. But even without this, improvisation takes place, because the unexpected happens. Typically, “HR thinks about strategic workforce planning in cycles of 18 months and even up to five years. He doesn’t realize that random things will happen.” A penalty kick can affect the outcome, but it cannot be predicted or controlled; Yes, you can decide on lineups, game strategy, etc. “By rethinking the responsibilities of the coach and staff and allowing for randomness, you free them from events that they cannot control, and this freedom allows them to focus on their work and improve results. “.
  • Fixed parts: What if HR managers held their meetings as standard items? “Just like set pieces give you time to pause, evaluate and even put into practice a well-played game, meetings are a space and time where you are in complete control.” Since you know who is called (you can even look at their position in relation to the object of the meeting), you can prepare a session to present the strategy (how to dribble to the goal), her figures (who will form the team), her passes (who and how will play), vision of the goal (task) …

“There are very few companies that have a meeting culture or put effort into it and say, ‘This is a place where we can improve by 5-10%.’

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