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Why Should You Care About Uda in Human Resources?

This document discusses the importance and benefits of unstructured data analytics (UDA) in human resources and talent management. It states that while traditionally only 15-20% of HR data was structured, UDA allows organizations to analyze the remaining 80-85% of unstructured data sources like text, audio and video. This improves the predictive power of HR models and provides insights into talent sourcing, acquisition, engagement, development and retention. It also discusses how artificial intelligence can be used as hiring assistants. The document then outlines an upcoming two-day workshop on UDA in HR, covering topics like case studies and the benefits of applying technologies like text analysis, social media mining, and sentiment analysis to talent management processes.

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Heru Wiryanto
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Download as DOCX, PDF, TXT or read online on Scribd
90 views

Why Should You Care About Uda in Human Resources?

This document discusses the importance and benefits of unstructured data analytics (UDA) in human resources and talent management. It states that while traditionally only 15-20% of HR data was structured, UDA allows organizations to analyze the remaining 80-85% of unstructured data sources like text, audio and video. This improves the predictive power of HR models and provides insights into talent sourcing, acquisition, engagement, development and retention. It also discusses how artificial intelligence can be used as hiring assistants. The document then outlines an upcoming two-day workshop on UDA in HR, covering topics like case studies and the benefits of applying technologies like text analysis, social media mining, and sentiment analysis to talent management processes.

Uploaded by

Heru Wiryanto
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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WHY SHOULD YOU CARE ABOUT UDA IN HUMAN RESOURCES?

Why should you care about UDA in Human Capital?

The advent of Internet, social media, and cloud offers a tremendous opportunity to capture,
organize, and analyze new types of human capital data that previously were not available or
accessible. While research firm IDC estimated that more than 80 percent of business data was
unstructured, this proportion could reach 85 percent for human resources (HR) data. In today’s
globally competitive labor marketplace, the opportunity cost of ignoring HR unstructured data is
overwhelming; companies simply cannot afford to disregard this differentiator in human capital
management if they want to win the war on talent.

Analysis of the structured data available (only 15 to 20 percent of HR data) only provides partial
insights on workforce behavior. Unstructured data analytics (UDA) improves the predictive accuracy
and power of existing human resources (HR) structured data models by integrating textual, audio,
and video talent‐and workforce‐related data. UDA helps organizations to understand key drivers of
talent sourcing, talent acquisition, talent engagement and onboarding, talent development, lifetime
value, talent retention, and talent wellness. UDA provides actionable insights to optimize human
capital supply/demand equation and overall talent supply chain management. UDA helps an
employer to assess and improve value proposition and online reputation. UDA impact every stage of
talent life cycle management. Artificial intelligence (AI) assistants are now being used to empower
the conversation with candidates who apply to a job offer from various hiring sources. AI talent
acquisition assistant would provide help beyond candidate screening, including scheduling
interviews and following up with the candidates and the hiring manager, reminding them of
interview dates and what the candidate needs to know offhand during the interview.
Workshop Syllabi

1st Day

- What's Unstructured Data Analytics (UDA) in HR and People Management really about?
- The Power of UDA in Online Recruitment: Supply and Demand Equation
- The Power of UDA in Talent Sourcing Analytics
- The Power of UDA in Talent Acquisition Analytics
- Artificial Intelligence as a Hiring Assistant
- The Power of UDA in Talent Retention
- UDA in Employee Performance Appraisal Data Review Feedback
- How UDA Works

2nd Day
- Case Studies: Web Scraping
- Case Studies: Social Media - Text Analysis
- Case Studies: Text Mining and Social Network
- Case Studies: Sentiment Analysis and Topic Modeling
- Benefits of UDA in HR
- Harnessing These Evolving Technologies Will Generate Benefits
- Data Becomes Less Valuable and Analytics Becomes Mainstream
- Predictive Analytics, AI, Machine Learning, and Deep Learning Become the New Standard
- People Analytics Becomes a Standard Department in Businesses
- UDA Becomes More Prevalent in Corporations and Businesses

Cost of workshop: IDR 5.000.000 per person, early bird: IDR 4.000.00 per person.

Venue: Hotel Santika TMII Jakarta. 3-4 August 2019

Workshop Facilitator:

Heru Wiryanto,

People Data Scientist and HR Growth Hackers helps organization to improve business
performance by developed smarter HR decisions, design great workforce experiences and
ultimately improve engagement, productivity and performance. He help HR to move from
“Business Contributor or Partner” to “Business Creator” and delivering only the best with make
HR fast, simple, profitable and…cool. He sources innovation in the HR-Digital ecosystem. He
writes and lectures about People, Data, Research Methodology and Psychometrics, Computer
Adaptive Testing, HR Metrics, HR Audit, HR Digital Transformation, Leadership Data Driven HR-
Digital Leadership, Talent Analytics, Learning Analytics, Social Network, Data Science, Using R,
Computer Adaptive Testing, HR Innovator-Design Thinking in HR, HR Growth Hacking.

Aswin Januarsjaf,

Within twenty-five years of management experiences in several industries, offer the valuable
grouping of cross-functional skills. Statistic Lecturer, developed some psychological software,
specialist in python developer apps.

For further Information pls contact : Faisal Wirakusumah (081317477757)

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