The End of H.R. Theory

Back in 2008, Chris Anderson, the Managing Editor of the technology-focused magazine Wired, wrote an article titled The End of Theory: The Data Deluge Makes the Scientific Method Obsolete. In it, he argued that we need to relook at the way science is done, because the ‘old’ way of doing science, in essence, a system where we built models and tested them to find out ‘why’ things happen in a certain manner, is irrelevant in the contemporary context where data is abundant. Using the power of Big Data and smart analysis, he argued, we no longer need to hold fast to the adage that ‘Correlation is not causation’ – correlation, he argues, tells us when certain things will happen, and that’s all we really need.

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Executive Search and the bewitching spell of stories

Stories are powerful. Nothing illustrates that more than the story of M.K. Gandhi himself. His attire, the way he cultivated his image, the spectacle of the Dandi march, in fact everything he did, captured the imagination of the world. It was a powerful narrative, that of a man who dealt in absolutes – he had a grand dream but wouldn’t comprise on principles to achieve it. That is a powerful story.

Most C.E.O.s will testify to the power of stories. It what they use to rally their teams, sell their product, or convince investors. Unfortunately, it is also what they use to get a new job. Therefore, when searching for executives to hire, one has to be wary of stories.

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How Tech can transform your recruitment process

Hiring is complicated, I’m sure you’d agree! Wouldn’t it be better if computers could do everything and we didn’t need to hire at all? They are already driving people around, soon they’ll be building new systems by automatically writing code for you. Maybe someday we can replace all these humans who are just clogging the streets. Wouldn’t that be fantastic?

No.

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Know Your KYC

A billion is huge. Really, really huge.

That’s how many people are on the U.I.D.A.I.’s Aadhaar database, making it, possibly, one of the world’s largest people information databases. While the Aadhaar scheme has had to battle many challenges in and out of court in the years since its introduction, the recent passage of the Aadhaar (Targeted Delivery of Financial and other Subsidies, Benefits and Services) Act, 2016 (“the Aadhaar Act”) by Parliament means that many of these challenges would now be rendered toothless. There is still some work left to be done in terms of publishing the rules that the Act says would govern the day-to-day functioning of the Aadhaar system, but one supposes that this is only a matter of time.

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The Illusion of Exit Interviews

Exit interviews, as we all know, involve feedback taken from an employee before leaving the company, considered for organisational improvement. Exit interviews are most effective when the data is accurate.

The trouble with exit interviews is that few people speak the truth. Some find it hard to believe that their feedback would remain anonymous. Others probably want to set the record straight and perhaps even get back at a few individuals in the organisation. Nonetheless, organisations spend a lot of time and effort conducting exit interviews and often base decisions on this data. It follows that we really should try and get the exit interview process right.

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