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 of data maintenance.
An interview with former HR analyst at Microsoft, discussing the role of technology in People Analytics, and data Ethics: challenges, success stories and advice.
The gender pay gap analysis in this article is straightforward. HR managers with a B.A. education can handle it, with a little help from a data scientist. I encourage HR practitioners who start their journey in People Analytics to practice it. The data is available, and the insights may be vital.
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.
The growing importance of data-driven HR was well reflected in the conference. this article covers ten key takeaways from the conference’s first day sessions, case studies, and demos. The next blog covers the conference on the 2nd day.
How can we find top performers? How can we better engage our highest performing workers? Which qualities do amazing teams have? Which people are most likely to stay, or leave the company? People Analytics is being used to predict future behavior for the sake of the business.
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.
Five directions to push People Analytics towards open-source culture: learn by teaching, share knowledge across the discipline, open-source is where innovation happens, focus on demand rather than supply, engage with local practitioners.
A successful administration of the Employee Engagement Survey will include essential processes after the data collection phase is completed: Multi-variate statistical analysis, Visualization as a foundation of organizational discussion, and Follow-up procedures and practices.
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.