The way we define HR metrics today depends on what they measure. For example, if you were to ask a major consultant at a well known consulting company what types of metrics are there to be used by human capital and human resource professionals, they may respond with 1- human capital metrics, and 2- human resource productivity metrics. (see screenshot of a slide I found online saying just that). But, there is a fundamental issue in defining the metrics we use in this way – namely it doesn’t benefit us at all.
Defining metrics by what they measure essentially results in redundant classifications, and classifications limit our viewpoint and our [...]
you hear this all the time from marketing professionals who swear by the power of providing and sharing great content, and what it can do for businesses, government, and people. I agree with it – yes content is important, but network analysis really tells us a slightly different story. The story is that structure is often times superior to content.
Let’s unpack the meaning behind that first. what I mean by structure is network structure – things like tweets, re-tweets, likes, shares, follows, and then more private data (such as meta data) are one type of commonly accepted network structure known as social structure. Content isn’t [...]
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