• Nigel Dias
    March 23, 2020
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    Right now, businesses are making some of the most important decisions they will ever have to make, in response to the COVID-19 crisis. Most of these decisions have 'people' at their heart: How do we keep our workforce operating during COVID-19? How can we keep our people safe?

    As they make these decisions, they are turning to the teams who can provide them with the facts and evidence to make better choices about the future. Whether that team is called the HR Analytics, People Analytics, Workforce Analytics or HR Reporting teams, these are the professionals empowering HR and business leaders make better decisions about their people during this stressful time.

    How are HR analytics teams helping decision-making during the COVID-19 crisis? Over the next week, the HR Analytics ThinkTank, led by myself (@Nigel Dias), Assistant Professor @Mike Ulrich (Utah State University) and Professor @Andy Charlwood (University of Leeds) will be conducting a short study answering the following questions:

    • What value is HR Analytics (HRA) creating during the COVID-19 crisis?
    • What obstacles are stopping HRA teams from creating value during the COVID-19 crisis?
    • What questions/decisions are HRA teams helping their businesses to answer during the COVID-19 crisis?

    We invite all HR analytics practitioners to participate before Sunday 29 March. The results will shared at an open webinar on Tuesday 31 March (4pm CET, 3pm UK, 11am EST, 10am CST, 8am PST). Anyone should feel free to attend. If you miss the webinar, a blog post and recording will be made available.

    CALL TO ACTION: Next Steps to Take Part and Register for Webinar
    • To participate in the research, please click here.
    • To sign up for the webinar, please click here.
    • To sign up to the ThinkTank newsletter to receive the recording by joining the Forum.

    How were HR Analytics functions doing absence analytics in 2019?
    The HR Analytics ThinkTank research has been measuring and tracking how HR analytics functions grow for over 5 years. Throughout that time, we have measured how people analytics functions develop strengths and weaknesses across six key categories, and the impact they have on their businesses.

    In addition to this, we track the types of analytics they are doing, and the areas of HR they are operating in. In 2019, 67% of the HR analytics functions that participants in the ThinkTank’s research said they were conducting analyses of absence data.

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  • Nigel Dias
    March 2, 2020
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    Around the world meetups of HR and people analytics communities are forming. Led by independent community leaders from their local area, these grassroots communities meet to share industry experiences, stories and enthusiasm - as well as usually a drink and some food. The diversity of experience and knowledge in the room is often vast, ranging from industry veterans to newcomers, from technologists to HR generalists. Everyone is welcome.

    Since August, we have been signposting people towards these communities through our Global HR and People Analytics Meetup Map, and our Global Meetup Calendar. Now in March 2020, on behalf of the meetup organisers around the world, we invite you to find and celebrate these local people analytics communities as part of #PeopleAnalyticsMonth.

    What cities are taking part in #PeopleAnalyticsMonth? Where do I find out more?There are meetups taking place in cities around the world - not quite on every continent but we're getting there! Want to hear from some of the Meetup organisers themselves? Check out this video:



    For the full list of events and their registration details, please check out the Meetup calendar. If you want to be kept even more up to date on meetups and the HR Analytics ThinkTank research, please sign up to the newsletter.

    In short, the events taking place during March:

    • 26 February: Austin (Ethan Burris and Roxanne Laczo)
    • 3 March: Ireland/Limerick (Sarah Kieran and Maria Belizon), Mexico City (Federico Barco)
    • 4 March: Boston (Rob King)
    • 10 March: Sydney (Shahram Karimi)
    • 17 March: Amsterdam (Brydie Lear, Patrick Coolen, Marielle Sonnenberg), Auckland (Barbara Daxenberger), Barcelona (Marta Gascón Corella), Brisbane (Audrey Ciccone, Belinda Ellem), Buenos Aires (Sergio Garcia Mora, Lucila Baus, Pablo Senra and Patricia Hartvig), Chicago (Alina Guarise), South Cali/Irvine (Mei Kim), London (Nigel Dias), Los Angeles (Hayden Balow), Madrid (Delia Majarín), Munich (David Shontz), New York (Stela Lupushor, Jeremy Shapiro), Salt Lake City (Chris Taulbee), Sofia (Yanitsa Ilieva), Switzerland/St Moritz (Andrew Marritt)
    • 18 March: Belgrade (Maja Ninkovic)
    • 24 March: Melbourne (Roel van Etten)
    • 26 March: San Francisco (Annika Schultz, Ben Teusch)
    • 31 March: Minneapolis (Kelli Gochenaur)

    There isn't a meetup in my area - what do I do?Each Meetup is run by an independent organiser, who decided to start their community and run their own events. If there isn't a meetup in your area, you have two choices: 1) You wait for someone else to start a meetup in your city or 2) You start the meetup in your area.

    If you would like to start a group, you won't be alone - you can join the Meetup Organiser Group, you can use our How to Run a Meetup Guide, and you can attend our regular calls on running Meetups. To start your own meetup and get involved, please complete this form.


    Hopefully see you at an HR and People Analytics Meetup soon.
  • Nigel Dias
    February 14, 2020
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    In summer last year, it seemed like fun idea to find and grow the global network of HR and people analytics meetup communities around the world, building guides and support materials to help them, finding them speakers and creating a group of awesome meetup founders. How many of these dynamic grassroots communities could we find? How many could we support or even inspire? Could we join together a global grassroots ecosystem?

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    Six months later, we've so far found over 25 groups, each founded by an inspirational leader (or group of leaders), investing their spare time in bringing together their local people analytics communities. These leaders have brought together over 1,000 people across over 40 events. And most exciting for me, over 50% of these groups started since the adventure began.

    ANNOUNCING: #PeopleAnalyticsMonth, a global gathering of the grassroots People Analytics community
    During March 2020, Auckland to Sofia to Buenos Aires to San Francisco, HR and People Analytics meetups will be taking place throughout the world. Most of them will be taking place on Tuesday 17 March, with each timezone passing the baton from one to the other, and the rest taking place through the rest of the month.

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    Where are Meetups taking place and who are the community leaders?
    The best place to check is the Global Meetup Calendar from next week, but here are some of the cities/communities taking part (names tagged into the comments section):
    • 3 March: Ireland (Sarah Kieran and Maria Belizon)
    • 4 March: Boston (Rob King)
    • 10 March: Sydney (Shahram Karimi)
    • 17 March: Amsterdam (Brydie Lear, Patrick Coolen, Marielle Sonnenberg), Auckland (Barbara Daxenberger), Barcelona (Marta Gascón Corella), Brisbane (Audrey Ciccone), Buenos Aires (Sergio Garcia Mora, Lucila Baus, Pablo Senra and Patricia Hartvig), Chicago (Alina Guarise), South Cali/Irvine (Mei Kim), London (Nigel Dias), Los Angeles (Hayden Balow), Madrid (Delia Majarín), Munich (David Shontz), Melbourne (Roel van Etten), New York (Stela Lupushor, Jeremy Shapiro), Minneapolis (Kelli Gochenaur), Salt Lake City (Chris Taulbee), Sofia (Yanitsa Ilieva), Switzerland (this time in Zurich) (Andrew Marritt)
    • 26 March: San Francisco (Annika Schultz, Ben Teusch)

    Some groups may not be able to take part in March, but are great active communities that you might still want to stay in the loop about: Austin (Ethan Burris), Dallas Fortworth (Sean Rae), Leeds, Lima (Andrés Paredes, Daniel Navarrete), Michigan (Preeti Lokam), Seattle (Anthony Ferreras), Stamford (Anna Marley), Vancouver (Deep Litt).

    What should you expect?
    In characteristic Meetup style, each community is running its own event, in its own style and culture, meeting the needs of its community. What might you expect if you attend an event? The one thing guaranteed: You will meet a wide variety of people analytics enthusiasts, from different backgrounds, wide diversities of experience, all of whom might spark innovation when you speak.

    Other than that? Some meetups are doing panels, some are doing topics such as ethics, some are doing evening events, some are discussing research, some are doing networking bingo, some are featuring non-HR speakers. The only way to find out, is to attend!

    Stay tuned to the ThinkTank Linkedin Page, Twitter page and newsletter and your local Meetup Organiser to find out what is happening next month and how to sign up!

    CALL TO ACTION: Want to join in with the meetups during #PeopleAnalyticsMonth?
    1. Want to be kept in the loop about #PeopleAnalyticsMonth (and other analytics research), sign up to The HR Analytics ThinkTank newsletter here.
    2. Want to attend a meetup? Keep an eye on the global meetup calendar and check out the list at the bottom of this article.
    3. No meetup in your city? Interested in starting your own meetup community? Sign up here.
    4. Willing to help meetup organisers by joining the Speaker database? Fill out this form.

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    Other useful :

    Meetup Recordings. Some meetups record their sessions. Want to hear examples about ONA? Predicting attrition? Click here.

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    Meetup Write Ups. Many meetups do write up of there sessions. Check them out here.

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    Want to speak at a Meetup? Find out more about speaking at Meetups here.

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    Want to run a meetup? Read the guide here.

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  • Maria Belizon
    December 6, 2019
    HR Analytics Ireland (www.hranalyticsireland.com) held its First HR Analytics Meetup last November 21 at UCD Michael Smurfit Graduate Business School (Dublin). We were lucky to have HR Analytics professionals of a high caliber, the panel being formed by Patrick O’Donnell (HR Reporting & Analytics Manager in Primark), Jonathan Grant (People Analytics Lead in Bank of Ireland), Ciara Newton (Global HR MDM & Analytics Manager in Kerry Group) and John Riordan (Data Ethics & Analytics Lead in AIB). We talked about ‘All things HR Analytics’, which focused extensively on the journeys of the HR functions they are currently leading. The main highlights were the following:

    What does it take to build HR Analytics Capability?

    • Be prepared that the business does not always know what it wants, needs or the potential of people analytics. Build engagement, relationships and understanding slowly by offering HR things to consider and discuss.
    • Its important that people are interested. HR Analysts need to tell the story of what people analytics can do for HR and the Organisation.
    • Also, learn to take the opportunities when they arise. Find a small thread and start to pull at it to see where it leads. Build interest slowly. Let the data do the talking.
    • Analysts need to understand HR capabilities and capacity for exploring the potential of people analytics. There will be possibilities to explore but also limitations to consider.

    What skill sets do HR Professionals need?

    • HR do not need to be Data Analysts/Scientists.
    • HR do however need to be able to work with HR Analysts to interpret the data. What is this data telling us in the context of the business, with what we already know about the organisation and its people? It requires multiple perspectives to understand what the data is saying. What do we both (HR + Analyst) see in the data?
    • HR then also needs to learn how to turn the data into a story. Data Visualisation is an important skill here, turning high level data into a business case or a story that is easily understood in the context of the business.
    • We can learn much from Agile Project Management – take small slices of data, iterate, work together to learn what it is telling us, what we can take from it. Data is consumable so create the story, make it transparent for the business and then HR can bring it out into the business to make something more of it and create some value from it.

    What was your best HR Analytics Project?

    • A model to predict sales performance because it was the first time we connected the people management data to the commercial data.
    • Our HRIS transformation which has now underpinned our HR Analytics. We have 25K+ employees’ full life cycle in the one system now.
    • Creating a single view of the employees and being able to make that output visual so that we could start asking questions we had never asked before.
    • Gender Pay Gap reporting which has really been driving some interesting conversations.
    • Linking employee engagement data directly with HR Programmes so they can be properly evaluated.
    • Get the best out of the data you have – bring together engagement, performance, pay roll and business metrics and see what it is saying to you. Just get started, don’t wait to reach data maturity, don’t wait for Big Data, there are a lot of opportunities for small projects.

    Does HR need Big Data?

    • No. Get the best out of the data you have – bring together engagement, performance, payroll and business metrics and see what it is saying to you.
    • Just get started, don’t wait to reach data maturity, don’t wait for Big Data, there are a lot of opportunities for small projects.
    • It is more important to clean up and mix the data you have, get that critical mix of data and perspectives.
    • There is a question as to whether or not you bring Business Data into People Data or vice versa. There are ethical issues there but we are only talking about anonymous, aggregated data. We are only interested in the story, what is working, what are the drivers for the business.
    • Find out who is using what data in the business and bring them together and start sharing and talking. HR usually wants to start with Core HR Data e.g. how many people do we have, so start with that and build from there. Work within your existing capabilities.

    Where should HR Analytics sit in the organization?

    • There can be one person in HR Analytics and over the wall Business Analytics have an army! It’s important to tap into the full analytics capabilities of the business as much for HR as any other function.
    • However, if the HR Analyst/Scientist is not ‘within’ HR then they won’t know what to look for. It doesn’t really matter where they ‘sit’ but they have to work closely with HR. They need to be fully embedded in HR whether they sit in there or not.
    • The domain expertise of HR is as important as the analytics expertise. They work together and both parties have to be fully engaged.
    • HR data is different though – not all data is the same. Important to consider the ethical issues and ensure employee confidentiality or anonymity. HR data is complex and confidential.
    • Domain knowledge security is key, HR need to be fully involved at all stages of a piece of data analysis. That level of engagement is more important than where people sit.

    How can Data Analytics help HR?

    • HR Analytics is a huge opportunity for HR. All other business domains are more data literate but it was a journey for them too. Data Analysts/Scientists can help HR on that journey but there has to be interest there, that also has to come from the top of the organisation.
    • HR need to have a thirst for knowledge and most of them do. It is changing gradually. People are getting more used to having data at their fingertips. The business is looking for data everywhere on everything and HR are recognising that. They need to be able to tell the story, they need to be able to develop visualisations and stories with the data. They need to work with the data and with the Data Analysts beside them.
    • The HR Business Partner relationship is critical but they are very stretched.
    • There has to be a business appetite for it and HR Analysts can help build that appetite bit by bit. There are huge capabilities in HR, mixing Data Analysts into that capability will make it easier for HR to progress down this road. HR are not yet savvy enough but savvy enough to know they don’t want to be left behind.

    What is your focus now for the future of HR Analytics?

    • Trying to keep moving the data closer to HR. Engaging with HR, encouraging them to take the data and start to visualise the story it is trying to tell.
    • Integrating more with HR, ensuring ethical approaches, helping HR grow in confidence around those issues of privacy, transparency and accountability of the data.
    • Building collaboration not just with HR but across all domains, data runs across the full business and needs to work that way.
    • Very excited about things like organisational network analysis, employee segmentation, employee life cycle analysis and learning from that data.
    • Building scalability in the HR Data. Using the data to inform Performance Achievement and Succession Planning in particular. Building models for Employee Risk, moving into that predictive space.
    • Profiling our Future Leaders.
  • Nigel Dias
    November 27, 2019
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    Would you like to find an HR/People Analytics Meetup community in your area? Please click here. Would you like help starting your own Meetup? Please check out our guide and resources by clicking here. Willing to speak at a Meetup event near you? Complete this form.

    Over the last few months, you may have read my posts as I've documented the growth of the global HR and People analytics meetup ecosystem. These Meetups, each run by their own inspirational and independent leaders, continue to bring together local and innovative communities dedicated to the practice of HR and People Analytics. During October, meetups took place in Sofia, Buenos Aires, Brisbane, Munich, Basel and Seattle. By the end of December, communities will have gathered in Chicago, Sofia (again), Amsterdam, Dublin, London, Montreal and (two in) New York. Innovative, inclusive and practical - it is hard to deny the value these meetups add to our industry.

    Call to Action: We're Building a Database of potential speakers for HR and People Analytics Meetups. Would you be willing to speak?
    Meetups need speakers - in fact, 44% of organisers cited finding a speaker as their biggest headache. To help them, in addition to the other free resources we are already providing to meetups - from our Guide to Academic research and sponsorship - we have decided to build a database for meetup organisers to query to find interesting HR and People Analytics speakers in their cities.

    What types of speakers do HR and People Analytics Meetups need? Meetup organisers need all types of speakers. Senior. Junior. Technical. Statistical. Successes. Failures. Technology led. Product led. Data led. Academic. Industry. Big companies. Small companies. From around the world. If you have a story to tell, why not register on the database?

    How do I know my HR data story is worth telling? What story should I tell? I tell speakers to present their favourite (HR data) story. If you find it interesting, there is a good chance your peers will too.

    Am I guaranteed a chance to speak? Sorry, we cannot guarantee that. We cannot guarantee there is a meetup in your city (yet). Each meetup is run by an independent organiser who will use their own selection criteria to pick speakers.

    How do I register? You can register to add your details to the database by completing this form.

    If you have any questions, please feel free to post it below or message me directly.

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  • Sergio Garcia Mora
    October 8, 2019
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    Argentina’s Software Industry is been consistently growing during the last 10 years, if you read OPSSI’s reports (Observatorio Permanente de la Industria del Software y Servicios Informáticos), you can see a growth pattern in sales (with a record in 2017), becoming a strong player in the exports map. On top of that, this year Argentina has been acknowledged as a leading country in Tech Skills by Coursera.

    But somehow HR has not accompanied this trend.

    I’m taking a Master’s Course in Data Mining, in which 95% of the attendants are engineers.. We’re almost 90 students, and most of them asked me “Can you do Data Mining in HR?” Of course I can! This question shows that not even ourselves from HR see Data Science as something unreachable, but also most Data Scientist in Argentina don’t see the discipline’s potential. And they need us.

    Fortunately Luis María Cravino has pioneered in metrics and Analytics in Argentina, and led the ITBA to open the first People Analytics post graduate course in Latin America. I’ve attended some tech meetups and I thought it was a huge opportunity to start doing some meetups on People Analytics.

    Why organizing People Analytics Meetups?

    Argentina’s HR teams need to develop Analytics projects, not to improve HR functions, but to improve business results. And the distinctive value that HR can add to Analytics projects doesn’t come from technology, but as @Mike Ulrich pointed out, to provide context to data, and may I add, to provide the means to transform the Analytics outcomes into projects.

    When you start reading about Data Mining you see that you have to learn:
    Business context (the domain).
    Programming.
    Statistics.

    It isn’t very encouraging to HR professionals.

    But, Daniel Yankelevich, the President of an Argentinean and very innovative Big Data company, once told me that what makes a Data Scientist great is knowing:
    Business context.
    Programming.
    How to turn insights into actions.

    When I heard this, I realized that I was more prepared to develop Analytics projects than I used to think and that the most important value comes from what I can deliver with my expertise to our projects.

    So, I thought organizing meetups would be an excellent opportunity to encourage HR professionals to develop their own Analytics projects, to make them see that they can lead the change towards data driven organizations, and also to create a community to share knowledge and get to know people to ask how to start.

    Team Effort

    I couldn’t have done this alone. I have the good fortune to meet passionate and curious people like Lucila Baus, Pablo Senra, and Patricia Hartvig who wanted to be involved in nurturing and growing the People Analytics field, and are committed to make Argentina a regional People Analytics leader. Another important fact is they are also willing to share what they know and learn. They are not only People Analytics leaders but also terrific HR professionals, so they are all a rare gem in the local market.

    I’m also fortunate to have met mentors like Luis Maria Cravino and Tracey Smith, who shares knowledge and insights and always provide guidance to develop my projects. And we’re particular thankful to ITBA for letting us run the meetup in their facilities. I hope many of the attendants join next year to the course.

    I can’t forget to mention @Nigel Dias and @Stela Lupushor. I met them thanks to the HR Analytics Think Tank and shared with us some lessons that helped us to plan the meetup, and anticipating some details. If you want to run People Analytics meetups in your city, just join this community. Thanks for the support!!!

    What we have learnt in the Meetup

    The main lesson we learnt from the speakers is that, even a leading journal like La Nacion Data, uses Excel and open source and free versions of software to deploy their projects. Also that the effort it takes to develop an attractive report and visualizations requires to think on which projects can be reproducible, so the effort pays off in the long run. And in ‘one shot’ investigation and articles, a previous assessment of the impact of the article is mandatory to decide whether to do the analysis and visualizations or not.

    From the Telecom presentation, we learn that report automatization pays off in speed, data availability and precision, making it an important investment for data driven decisions. They are now in a more evolved phase of their projects and the data sources are more sophisticated, but their first projects were done with engagement surveys, benefits assessments, and employee’s location data. All data available for most organizations. And most of the People Analytics’ team don’t have a tech degree. And they still use Excel.

    The highlights of Guido’s presentation were designing a different dashboard for each specific audience. In his project he was the only one with a HR degree, so the team’s diversity led to a dashboard that helped to see where are the stress points of absenteeism in the company. People engaged a lot with his presentation because is an issue that most companies struggle with.

    ONA is a hot topic in People Analytics. And we wanted to be part of the HR Analytics Think Tank to share what’s the world talking about in Analytics. And with my presentation I tried to show the potential of Network Analytics focusing on where are the opportunities to act within the company to improve business results.

    We are thrilled with people’s response to our first meetup. Almost 40 people attended to the event, there were over 20 people in a waiting list, and 18 connected to the streaming from different cities of Argentina. We also had people connecting from Mexico. And a Paraguayan colleague that was on vacations in Buenos Aires also joined the meetup.

    I dream about making Argentina a leader country in the People Analytics field in Latin America. The response to our meetup, makes me think it’s possible to create a community in which we can share knowledge and practices, and turning more and more HR professionals into Data Driven HR professionals.

    We’ll be sharing videos and presentations in the HR Analytics Think Tank’s forum.
  • Yana
    October 5, 2019
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    The authors of this post are: Yanitsa Ilieva (SuccessFactors Recruiting Practice Manager at Global IT Division in Atos and the founder of the HR & People Analytics Sofia Chapter) and the speaker of MeetUp #2 Martin Boudikianov: an independent consultant delivering Digital HR transformations with SuccessFactors and SAP Cloud Platform. We opened the session with a brief introduction of the chapter, our objectives and commitment to play a crucial role sharing HR analytics practice, and accelerating innovation in the space. To be kept up to date HR and People analytics meetups around the world, please sign up to the ThinkTank newsletter by clicking here or keep an eye on our Meetup Listings Page here.

    How to Build an HR/People Analytics Practice with Martin Boudikianov
    In the presentation of the evening, Martin Boudikianov (an independent consultant with 15 years of experience delivering Digital HR transformation in 13 countries for companies like Deutsche Bank, Coca Cola, Deutsche Telekom, ABB, Allianz ) took us through the major steps of preparing an organisation for starting a People Analytics practice and a practical Machine Learning example for predicting an employee leave. The audience was very curious and the lecture quickly transformed into a nice discussion.

    The main focus aspects covered were of course the ones that would guarantee a good foundation setting, proper expectations, timing and what not to secure the business results expected:
    • Motivation and pitching the stakeholders (all of us in the audience agreed that this can be your fast track guarantee and securing the needed resources, support, communication and engagement)
    • How to build the team (what is a project without a team so we dived into the profile types needed and how we can find those people to join the HR/People Analytics practice and learn how to collaborate with the others involved. The main identified groups: data engineer, data translator and data scientist.
    • Data Quality Framework (Here we made sure that it is clearly impossible to get the required results if we do not invest time in securing data quality as a solid foundation to build upon. How to do that: plan enough time, focus on accuracy, breadth, consistency and depth)
    • Data Logistics (System integrations, Storage , Usage, Retention, Data Provenance and GDPR compliance)
    • The Process of Analytics (It was time for us to see the end to end process in simplified steps starting with defining the business objective, translating it into a data project, collecting and obtaining the necessary data, explore it, transform it, clean it and get to the point of conducting the data analysis. Next step is to translate the data insights into action and last but not least, assess the outcomes. )
    • Where Analytics should not be used (Like anything else in life there are cases where a solution is not fit for every problem, so it was important to share with our audience that there are cases when analytics will not work: when trying something novel and we do not have historical data, when the salient event is rare and we cannot train the models sufficiently or when we try to confirm what one already believes to be true but we are confirming a bias)
    • Demo: (Seeing is believing they say, so our lecturer delivered a demo on 2 use cases)

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    We had our next speaker Daniela Piryova in the audience who had the chance to announce the next event topic: “HR Analytics & Talent Optimization” on November 13th, 2019 herself in person. Keep an eye on the Global Meetup Calendar to sign up.
  • Nigel Dias
    September 12, 2019
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    Running an HR and People Analytics Meetup can be a highly rewarding activity, as I highlighted in my original post when we started looking for this Global HR and People Analytics Network. They are a great way to bring your local HR analytics communities (and grow the industry), they are drive true innovation, they are inclusive, and it gives us a chance to discuss true stories and true obstacles at a practical level.

    Running a meetup can be hard though. Common obstacles tend to include:
    • Getting started - Where do I start? What do I need to know?
    • Finding speakers and topics - Where do I find speakers? What topics should I cover?
    • Finding a venue - Where do I host the event? When do I host it?
    • Paying for things - How do I pay for this?
    • Getting the word out there - How do I let people know near me?

    Do you need some help to start and grow your Meetup?
    The good news is that these obstacles are not showstoppers - and there is a global community of meetup organisers willing to share their advice to help get round them! Here are some of the ways the the global community, and 3n/the ThinkTank, can help - and it's all for free:

    1. Put your meetup on the Global Meetup Map and let us share your events
    How many HR and People Analytics meetups are there in the world? Is there one in your city? So far we've found 22, which we are listing for free on the HR and People Analytics Global Meetup Map (click here), and whose events we are sharing on the ThinkTank's Meetup Calendar (click here) and ThinkTank Newsletter (click here).

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    2. Connect with other HR/People Analytics Meetup Organisers
    Want to speak with other meetup organisers from around the world? Would you like to learn from their experiences, or share your own? Over the last month, we've found over 20 Meetups around the world - if you are an organiser (or aspiring organiser), please join the new Linkedin group (click here) to us to chart with each other.

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    3. Join the quarterly/region Meetup Organiser Calls
    We're organising quarterly (regional) calls for all meetup organisers to meet, plan and share ideas for meetups. If you would like to join one of the calls (There are slots for APAC, CET, EST and PST), please message me and I'll share the invite.

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    4. Use our 'How to Run a Meetup Guide' and use our free Resources
    To help you get started, we have produced a guide for running a meetup, and we are also sharing the experiences of other meetups. The guide is based predominantly on the London meetups, but we will add the experience of other organisers as we go. Please click here to read the guide.

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    5. Use the ThinkTank to find Speakers, Topics and Stories
    A few groups have had trouble finding speakers and presentations to share. From now on, the HR Analytics ThinkTank, its partners (The University of Leeds and Utah State University) and its community will begin sharing free quarterly topics and case studies. Please sign up here if you'd like to receive updates about these resources.

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    6. Sponsorship
    We've been able to help some groups out with sponsorship costs. Let us know if that would help.

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    We still start sharing the stories of other groups, and you can join the newsletter for general updates, and the Linkedin group if you're an aspiring meetup running. Here are some quotes from other meetup organisers to start:

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    If you have any questions or thoughts, please put them in the comments below or message me directly. Meetups should be free and open to everyone, and if you have ideas for starting, sharing or growing them, please let us know.

Welcome to the HR Analytics Thinktank Forum!

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