Most HR data is bad data (2015) • Hacker News Board

Re: Most HR data is bad data (2015)

#51

Post by nucleardog » Fri, Mar 15, 2024, 7:35 AM UTC

zachmu wrote: post #35

0cf8612b2e1e wrote: post #30

Earlier quoted context omitted.

What objective measurements are good for engineering? You can come up with superficial ones: lines of code written, tickets closed, hours seen in office, but I doubt those are strongly associated with effectiveness. Everyone in has probably had weeks where they “did nothing” because they were working on a tricky problem or doing work outside of what was quantified.

Don't confuse objective with easily quantified. Did they ship the features they were responsible for? Did those features turn out well, with a low defect rate? Did they promptly address bugs? Any manager paying attention can answer these questions pretty objectively.

> Did those features turn out well, with a low defect rate?

Is the objective measure of “well” a low defect rate? Because it sounds like you’re leaving a substantial amount of the value of an experienced employee on the table if your measure is “does it do exactly what we asked for it to do” rather than “does it solve our problems”.

Re: Most HR data is bad data (2015)

#52

Post by may_mccheese » Fri, Mar 15, 2024, 11:58 AM UTC

zachmu wrote: post #3

This is why you need to structure your review process around objectively verifiable info as much as possible. Have clear areas of responsibility for each individual, such that you can readily evaluate what they accomplished and how well it's working. They are responsible for a particular mission and set of objectives, and they either achieve them or they don't. This can't work without individual ownership, which is a…

It's a flawed premise, the whole thing, worthless. In like any science, even half-baked science, there's a case and a control. Every drug, treatment, test you're given by the doctor... there was a phase trial, cases and controls, outcomes, statistics, etc

Here we're saying "okay, our case is n=1 samples, no control, we're going to need to lean on our gestalt experience and knowledge based on the virtues of this company saying we're good at managing and/or our HR credentials" (this type of thinking also exists in medicine and is equally unsettling - usually wielded by people with experience AND power so it's difficult to disrupt due to the latter)

The lack of control means you can't compare Peter to Paul because maybe Peter likes to stick his neck out and/or take one for the team as a show of teamwork and humility, maybe Paul is cautious and wants to maximize revenue from this position and loves to play politics. Peter is willing to go the extra mile for the company, but Paul will be the one with the perfect record. Now, if there were decent controls for either, they would show Peter is outperforming a control given challenging tasks, and Paul is underperforming by minimizing work done.

Re: Most HR data is bad data (2015)

#53

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