Some believe that the arrival of big data could make a more exact science of human resources, allowing artificial intelligence to better select and promote individual employees. Not so fast, responds Peter Cappelli, professor of management at the Wharton School, in a piece for Harvard Business Review. He notes that most companies don’t have clean, manageable HR databases, much less the wherewithal to make advanced predictions. Moreover, he says, we already know plenty about what makes a good workforce, which negates some of the need for machine analysis. Instead, he suggests that companies use data to more consistently monitor employee morale and other workforce states.
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