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Overview
Trust is one of the most important sentiments a People Analytics functi
Overview
Trust is one of the most important sentiments a People Analytics function can foster in their stakeholders. For a People Analytics function to be effective, their stakeholders and partners must trust that they will use people data ethically and with discretion and confidentiality, that the findings they report are solid, and that interpretations and storytelling of findings are grounded in and substantiated with evidence.
Currently, there is a great deal of tumult in academia concerning the trustworthiness of social and organizational scientists. From an outsider perspective, “statistics” and statistical evidence may be seen as ironclad, but by this point in the course, you know that there is much on the shoulders of the analyst to ensure that data, results, and interpretations are trustworthy. In academic research, misconduct or even honest misunderstanding can create serious problems for the trustworthiness of the scientific record. But as we have discussed in class, in People Analytics, these same issues can create waste in terms of resources and investment of time in initiatives that are unsubstantiated and may not be effective.
Task
So, how do we create a trustworthy People Analytics function? This is the primary question for you to address in this project. First, read “False-Positive Psychology: Undisclosed Flexibility in Data Collection and Analysis Allows Presenting Anything as Significant” by Simmons, Nelson, and Simonsohn (2011). Then, create a report of no more than 3 pages double-spaced (12-point, Times New Roman font) that accomplishes the following:
Summarize what you learned from the article. Make sure to cover (1) the biggest threats to trustworthiness of findings from people data, (2) why the threats are serious, and (3) what solutions are discussed to solve these problems. Note—not all the solutions the authors discuss may be relevant for an applied People Analytics function. The authors wrote this article for an academic audience—so our job is to figure out how to apply it.
Create a detailed plan that describes how a People Analytics function (e.g., a people analytics team or department) should work to foster trust in their stakeholders and ensure that it is providing only trustworthy insights. Make sure to consider (1) who should be involved in the work and at what points in the process, (2) what processes can be set up to create a repeatable workflow to produce trustworthy insights, (3) what checks or stopgaps you would set up to address specific threats to the trustworthiness of insights, and finally, (4) how you would handle a situation in which a major error was discovered after you had presented findings to a broad audience at your organization. That is, what you would do if you communicated results that you later realized were untrue or unsupported.
Tip for a successful report: Keep it organized! Follow the numbering above. This should not be written as a paper, but rather, should be written as a plan that a People Analytics department can understand and follow. Think of it as a Standard Operating Procedure for fostering trust by your department. Feel encouraged to use the template on the following pages.
Trustworthy People Analytics SOP
This is the template
Summary of Simmons, Nelson, and Simonsohn (2011)
1. Threats to Trustworthy People Analytics
2. Why the Threats are Serious
3. Solutions offered by Simmons, Nelson, and Simonsohn (2011)
Plan for a Trustworthy People Analytics Function
1. Who Should be Involved in our People Analytics Process
2. Trustworthy People Analytics Workflow
3. Checks and Stopgaps
4. Plan in the Event of a Breach of Trust
I attached the rubric and the material you need for this. Only use the material I provide you. Everything is explained in detail
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