To demonstrate how visualization is helpful, I picked a relatively common topic in People Analytics: Employee absenteeism. I present two types of hypotheses regarding absenteeism, specifically, how employee background and work characteristics are related to absenteeism.
Visualizing Absenteeism At Work Read More »
The lens I choose to explore HR data strategy is my experience as an applied researcher specialized in organizational research. My perspective could be your lighthouse in the rough seas of HR-Tech industry and a step to overcome some barriers on your journey to data-driven HR.
Who owns the HR data strategy? Not analysts or vendors Read More »
An analytics project starts with imperfect data assets. Clean and tidy data is a milestone in your analytics project, but the systematic errors you find lead to new procedures for data maintenance.
HR data cleaning is part of People Analytics Read More »
A crucial part of your challenge in People Analytics is the effort to establish communication between different professionals. The People Analytics leader’s role is sometimes considered as a translator, the enabler of this communication.
Your journey to People Analytics makes you cry? Read More »
HR data is a mess! Nevertheless, there is so much that HR leaders can do to cope with this challenge, starting today, based on six recommendations in this article, a mixture and volume that depends on the phase in the journey to data-driven HR.
Workforce data is a mess! What can you do about it? Read More »
Start your People Analytics journey by listening to business leaders. A conversation with business leaders should not be spontaneously handled, but rather planned. An interview guideline is a useful tool for that purpose.
People Analytics: Your very first step in a long journey Read More »
The People Analytics leader is in charge of combining all the data of people in the company, in order to deal with business challenges. This leader must understand all employee data and its impact on business performance. It goes far beyond HR kinds of soft metrics.
Who are you, my fellow “People Analytics Leader”? Read More »
I suggest to include five perspectives in any definition of People Analytics: Starting from C-level and business perspective, go through HR processes and IT and HRIS, and end-up with a Data science perspective and the role of the People analytics
The Complexity of People Analytics Resolved: 5 Perspectives of Definition Read More »