Comments on: People Analytics: Your very first step in a long journey

By: Having Trouble with Employee Turnover? People Analytics Can Help Your HR – and Business

Mon, 27 Jan 2020 08:37:02 +0000

[…] questions that people analytics can answer include the […]

By: Having Trouble with Employee Turnover? People Analytics Can Help Your HR – and Business - bob

Wed, 11 Jul 2018 11:46:13 +0000

[…] questions that people analytics can answer include the […]

By: Littal Shemer Haim

Littal Shemer Haim — Fri, 22 Jun 2018 13:40:00 +0000

“We can’t study every hypothesis”, says David Creelman, in his article What Do You Do When You Have Too Many Hypotheses?. “The starting point is that if we talk to people directly in the business, they probably have a pretty good sense of the most relevant hypotheses. Listen to them and at least know where to start, rather than trying to address the whole list”, he suggests.

By: Littal Shemer Haim

Littal Shemer Haim — Fri, 27 Apr 2018 13:29:57 +0000

More great ideas for starting projects - in this article

By: Littal Shemer Haim

Littal Shemer Haim — Tue, 17 Oct 2017 11:28:10 +0000

“Learning to add influencing skills to your portfolio of capabilities as a professional and as a team will help you deliver more compelling, more actionable projects”, says Alexis Fink, I/O Psychologist at Intel, in her article "The Missing Link: Why Some Analytics Projects Struggle to Get Traction and How You Can Do Better". Fink enumerates the three fundamental competencies of “People Analytics” professionals, i.e., content expertise, data expertise, analytics expertise, and adds the fourth: influencing expertise. She explains that “It begins with a partnership, jointly identifying important problems to solve and agreeing that a particular approach would be useful in guiding decision making”. Influencing expertise also includes “identifying the key insight from the analysis that will be useful to the project’s stakeholders, and the ability to frame that insight relative to the decisions that need to be made. The ability to identify actions to take based on those insights – actions that are feasible, will be effective, and that stakeholders will endorse”.

By: Littal Shemer Haim

Littal Shemer Haim — Mon, 02 Oct 2017 12:22:20 +0000

David Ulrich studied the Impact of “Analytics Competence” within HR professionals. His interesting findings illustrate the state of affairs in “People Analytics”. In his article “Analytics on HR Analytics: What Really Works” Ulrich recommends to “Focus analytics on the right issues”. He explains: “In statistics, a type 3 error is when the wrong issues are being studied or understood… For HR analytics to evolve from being a quick-fix elixir to having sustainable impact, HR needs to focus on the right issues in the right ways. Sustainability comes when HR is not about HR but about stakeholder and business impact, and when each individual study becomes a puzzle piece of a larger HR mosaic.” Ulrich’s conclusion emphasizes the importance of your in-depth interview with business leaders in the organization, as a first step in “People Analytics”, in order to spot the right subjects of your analytics journey.

By: Littal Shemer Haim

Littal Shemer Haim — Tue, 26 Sep 2017 13:29:41 +0000

“You need to first know what you’re looking for before you embark on a predictive project”, says Greta Roberts, in her insightful article “Five Ways to Select a High Value, Predictive HR Project”. Roberts recommends to decide “if you want to solve an employee-related process problem in HR -- or an employee related business problem in a line of business”, which is also an important distinction to consider during your in-depth interview with business leaders in the organization.