Predictive HR Analytics or How to be Happy in the Professional Sphere?

Very often authors of HR Analytics’ articles or books talk about and present advantages for companies only. Yes, predictive analytics brings a lot of benefits to companies but predictive analytics can bring advantage to individuals (job seekers, employee, students etc.) as well.
I think a high number of people try to find an answer to the question — How to be happy in the professional sphere?. Kathy Caprino in her article “7 Essentials For A Happy And Fulfilling Career” [1] explains 7 “must-have” points:
  • strong boundaries;
  • a healthy money relationship;
  • a focus on cultivating happiness;
  • Courage to move away from what’s draining you;
  • Gratitude and a vision of what you love;
  • Willingness to get in the cage with your fears;
  • A support circle that empowers you.
Although all are relevant I would like to talk about some of them.
A healthy money relation.
Robert Wiblin in the article “Everything you need to know about whether money makes you happy” writes: “The financial security is among most people’s top career priorities.”  He argues: “Recent surveys of hundreds of thousands of people, in over 150 countries, show that richer people report being more satisfied with their lives overall, but that the richer you become, the more money you need to increase your satisfaction further.” [2]
These quotations mean that most people want to earn more and more with time. But how do we create a career development process more pragmatic and guarantee salary increasing? The answer is very simple — to use a system which will indicate a moment value (cost) for each skills, price changing dynamics and trend for each skill (actual or redundant) and demand & supply for each skill in accordance to the magic tuple of predictive analytics in HR [3]. If you want to earn more you have to know the labor market context and have a tool which will support your decision in career development.
A focus on cultivating happiness
Explaining this “pillar”, Kathy [1] refers to Shawn Achor’s research, which shows that “finding new ways to access happiness on a continual basis generates more success in our lives.” From an HR analytics’ point of view, it means that an individual has to be informed about all trends in his/her field in the labor market. How can it be presented? An adequate variant is an open information system that displays dynamics of demand and supply for particular skills in context of “industry — location — skill — proficiency level — management level -time.” [3]
Why is it  so important for an individual? Because it helps a person:
  • to find new potential locations to earn more;
  • to identify skills, which are a prospect for future career development;
  • to investigate demand and supply for each skill from his/her skillset at the desired location;
  • to analyze a current job in terms of “overpaid — underpaid”;
  • not to miss an opportunity for a career jump (advancing on the management stairs);
  • to assist adequately in developing a particular skill;
  • to select the most relevant training center/provider for targeted education;
  • to build a detailed career development plan and achieve desired goals in accordance to market dynamics.
The mentioned questions illustrate the real need for a person to access happiness on a continuing basis that will generate more success.
Gratitude and a vision of what you love
The money is not always the most important thing in our lives. “The people I’ve met who have the most rewarding careers are individuals who have developed a habit of experiencing gratitude on a daily basis” — notices Kathy Caprino [1].
Certainly, if a person’s hobbies create the basis of the person’s skillset and permit to achieve a comfortable level of life we can say that such a person is very lucky. But if he/she can add or master a skill that can bring additional money, I assume the person will try to answer the question: to invest or not to invest on a skill? It means that he/she will need adequate information about the necessary investments (cost/time of education) and expected value/cost of a person before and after obtaining the skill. Otherwise, it will be a solution with very high level of entropy.
Willingness to get in the cage with your fears
Each individual has different numbers of cages of fear in the career sphere. The central question is: which of the cages will produce a more prospective and productive future development? It seems like a risk assessment — an individual should get in the cage with his/her fears but in which one? For a well-grounded choice the person needs to know the labor market context that has been mentioned above.
P.S. Google Jobs API
Two months ago (March 8-10, 2017) Google organized the conference Google Cloud Next ’17 [4]. One of the topics was “Google Cloud Jobs API: How to power your search for the best talent” [5]. I have watched the video as soon as it was published and I was very disappointed — Google’s proposal didn’t seem like an approach that will solve my issues as a potential candidate. I didn’t see any substantial ideas/steps that can increase my happiness in the professional sphere. This realization was the reason why I decided to publish a series of articles about predictive analytics in HR and talk about the new mathematical theory “Calculus over classifications”.
Why Google’s approach is not sufficient you can find very soon in my next article.