• 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.
  • Nigel Dias
    September 12, 2019
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    Starting and successfully growing an HR and People Analytics meetup community isn't easy, but maybe we can make it a bit easier. This guide will hopefully be a living document, growing as more meetup organisers around the world contribute to it. For now, it is based on the London HR and People Analytics group - here is our overview video, and here are some recordings from our sessions.

    The six steps below contains the steps we take when we run a meetup, and also contain the support that we - 3n Strategy, our university partners, and the HR Analytics ThinkTank community - can provide you with (for free).

    Before you start though, we recommend you take the following steps:
    1. Register your meetup here for regular updates and to be listed on the Global HR and People Analytics Meetup Map.
    2. Join the HR and People Analytics Meetup Organiser group on Linkedin.

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    How to Run an HR and People Analytics Meetup

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    Relevant Links:


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    Relevant Links:
    • Need sponsorship? Maybe we can sponsor, or put you in touch with someone who can. Please email .
    • Need help finding a venue? Maybe we can help, or someone in our network can help. Please post in the Linkedin group or email .

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    Relevant Links:
    • Can't find a speaker? Maybe someone in the Linkedin organiser group knows? Or we can check the global ThinkTank Community and put you in touch with someone if we can. Please post here, or in the group or message .
    • Can't think of a topic? Join the Organiser calls and brainstorm topics with other organisers. Also from October the ThinkTank will share (at least) one case study or report that organisers can share with their communities.

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    Relevant Links:
    • List your event on the Forum's Global Meetup Calendar and we will include it on all our newsletters and on our social media feeds.

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    Relevant Links:
    • Check the Meetup Resource Pages for support materials.
    • Ask the Linkedin organiser group for ideas on how to open and run your meetups.

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    • Share your videos and content with the global community (and help us drive innovation in HR and People Analytics).
    • Post blogs and insights that we can share with academic researchers and with the global community.

    Think something is missing? Have any ideas? Want to write your own guide? We'd be happy to share it, so please get in touch.
  • Nigel Dias
    August 4, 2019
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    Looking for a meetup near you? Check out this our meetup calendar and sign up to the newsletter for regular updates. You can also check out this Google map of meetups around the world (let us know if we missed yours).

    Want to start your own meetup? Want to speak with other HR and People Analytics organisers? Looking for some support? Please complete this form if you'd like to be included in our organisers community to share ideas and experiences.


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    In a world increasingly saturated by conferences, webinars, podcasts, videos, articles and blogs, there is another event format becoming more popular throughout the HR and People analytics industry: The Meetup.

    I believe HR and People Analytics meetups have the potential to play a crucial role sharing HR analytics practice, and accelerating innovation in the space - but many people don't know what meetups are, or based on my inbox, how to start their own.

    In this blog I'd like to to do three things:

    1. Share the value of meetups (using our London meetups as a case study).
    2. Invite existing meetup organisers around the world to connect our local communities with a global network, and maybe grow a pool of awesome content.
    3. Inspire (and support) potential meetup organisers to found their own communities around the world.

    What is a meetup?
    Imagine a room filled with people from your city, using their spare time to discuss HR and people analytics. Then imagine they represent the widest diversity of thought: people from HR and people from not-HR; analytics professionals and non-analytics professionals; Veterans of the industry and rookies. Finally, imagine this grassroot network, given a loose structure as part of a safe community, sharing their day-to-day experiences and inspiring innovative new ideas.



    How has it worked in London?
    In pure numbers, over 2000 tickets have been "sold" (our events are all free), to a community that identifies itself as approximately 40% HR data professionals, 20% non-HR professionals, 30% HR and 10% Other. Average registrations have gone from about 20 to 150 during that time, to watch speakers of whom around 66% are advanced HR analytics practitioners, and 33% are non-HR data professionals, invited to inspire us with data stories from other industries.

    Since June 2018 we have been recording all the sessions, and they can be viewed by anyone for free. I've shared my favourite presentations below, but if you don't read that far, please click this link.

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    Top Five Reasons to Attend and Run Meetups
    It is no surprise to anyone reading this, that cultures of openness and diverse thought result in greater engagement, learning and innovation. This is literally what meetup culture is.

    I've run hundreds of meetups, starting from my days in Croydon Tech City (meetups were the foundation of our strategy to grow the fastest growing tech cluster in the UK), to the London HR and People Analytics Meetup and #ThisIsHR, our HR tech startup community.

    Here are my top five reasons to attend HR and People Analytics meetups:

    • They are inclusive - Nearly every other event costs money (usually a lot) and requires time during the work day. These costs exclude anyone who can't afford a ticket, anyone who is curious to learn about this seismic industry change but can't justify the time off work (like an interested HRBP), and most importantly, non-HR data specialists who can inspire us with alternative and vital perspectives from other data industries.
    • They are innovative - How do you drive innovation? Get a talented, diverse group of people into a safe space and get them talking. We deliberately structure our talks to profile HR analytics trends, and to inspire new ways of thinking - whether by encouraging discussion in a room with a high diversity of thought (the best kind of diversity), or trying to spark innovation by profiling examples of data use from other industries.
    • They are local - We strongly believe that meetups should be owned locally, so even when we help other people run meetups in their cities, we insist that local people own it. We don't want meetups to feel like an event arriving in town for the day, and the local knowledge, enthusiasm and pride will help the community form.
    • You hear real stories about HR data use - How many times do you hear presentations that are either too polished, too high level, or just generally un-relatable? Whether it is because the presenters can be less senior, or because the meetup is a smaller, safer and more intimate space, it is common that you can hear more detailed stories. In the London group, we deliberately try and encourage more detailed technical talks, to develop better technical practices in the industry.
    • You hear the actual obstacles - Similar to above, the safe meetup environment means that often presentations can be less polished and tell easier truths. When presenters are giving 'their favourite data story' it is easier to understand what they did (or didn't) do and why.

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    What types of talks might you see at Meetups? Watch our recordings...
    At our meetups, we usually ask our HR data speakers to 'tell their favourite data story', and I ask at least one speaker per session to 'try and blow people's minds' with technical complexity (they don't always listen) - we want to push boundaries and get HR data scientists thinking together, right?

    We've had a wide variety of talks, from hot topics (has anyone not predicted attrition?) to niche issues (absence) to technique specific (text analytics). Since June 2018, we have been recording our meetups so anyone in our community, or the world, can watch them for free. If you are a meetup organiser, and record your sessions and would like to share it with the ThinkTank community, please feel free to post it there too.

    Three talks to watch from the London meetup sessions:
    • @Andreas Kyprianou (ex-Head of EMEA Talent Practice at Bank of America) on Predicting Performance
    In this talk, Andreas gave an excellent (and quite funny) talk on analysing recruitment and talent data in the context of performance. Yes, it is quite technical, but I'd encourage everyone in the field to watch it if they have time. Click here for the video (you may need to create a free user account).

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    • @Kevin Metherell (People Data Scientist at Experian) on Organisational Network Analysis
    Whilst I am personally a bit tired of Organisational Network Analysis (or ONA) talks, Kevin's is the first in a long time that made me stop and think. In particular, listen out for his example of ONA to identify not only who is talking to who, but when - and specifically how they try to analyse WHEN women are tagged into a decision-making process, rather than just 'if'. Please click here for the video (you may need to create a free user account).

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    • Dr Stylianos "@Stelios" Kampakis (Sports and Social Media Data Scientist) on the relationship between Performance on the pitch and Social Media performance
    We may measure and analyse performance data all the time, but we aren't the only ones. Stylianos is a highly experienced data scientist, and gave us an interesting talk about sports and social media data science. This is a great example of a talk that might inspire HR and people analytics professionals to learn, apply or adapt techniques from the sports data industry. Please click here for the video (you may need to create a free user account).

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    CALL TO ACTION / NEXT STEPS:
    I would like for everyone in the HR and People Analytics profession to have the opportunity to attend meetups in their local areas - I can think of few better ways to both grow our industry and truly accelerate innovation. If you like the idea too, then maybe you can get involved. How? Read on.

    OPTION 1: How can I find my nearest Meetup?
    Lots of meetups already exist - In New York, Chicago, San Francisco, in Mumbai, in Sofia, and we think there are more - but they can be hard to find. We all use different platforms (Meetup.com, Linkedin, Facebook, Eventbrite) to host our sessions. How can you find the nearest one to you?

    1. Click here to view the global meetup map. These are all the Meetups that we are aware of, and that were happy for us to link to their homepages. Please note: The meetups listed are independent of us and we aren't responsible for their sessions.
    2. Click here to find all the dates and events of meetups shared by the organisers.
    3. Sign up to our newsletter, which now includes all upcoming meetup dates.

    Please click this link to open the interactive map of Meetups around the world.

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    OPTION 2: I'd like to work with other meetup organisers around the world. How can I register my meetup on your map and site?
    1. If you would like us to include your meetups on the map, please message me here or email .

    2. If you would like us to share your meetup details on our site, our Twitter, our Linkedin and newsletter, please post it on the Calendar Page.

    3. If you would like to speak with other meetup runners, and maybe even align themes and sessions, please complete this form and we'll include you in our conversations.


    OPTION 3: How do I found a meetup chapter?
    If there isn't an HR and People Analytics meetup in your area, or if we can't find one, or if you want to start your own, maybe we can help.

    1. Please complete this form and we will invite you to our How to Run an HR and People Analytics meetup webinars.
    2. Keep an eye on the newsletter for our How to Run an HR and People Analytics Meetup Guide and Resources.
    3. If you can't find speakers, or need a bit of sponsorship, or help coming up with topics, or anything like that, perhaps we can help with that too. Don't feel shy to ask!

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    Full list of meetup speakers (London and Leeds) available to view on the Forum. Please note: you may need to create a (free) user account to watch the videos.:
  • Mike Ulrich
    July 9, 2019
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    The author of this post is Professor Mike Ulrich from Utah State University, ThinkTank Academic Lead and author of Victory Through Organization. To find out more about the types of work that the ThinkTank is undertaking, please click here. To take part in the research, please complete this form.

    HR analytics is not just about analytics - you can improve your analytical abilities without become a data expert.

    I once worked on an HR analytics project with a team of highly trained statisticians and HR professors. Our goal was to comb through hundreds of thousands of observations to predict what health insurance plan an employee would choose. At the start of our second weekly meeting, a statistician colleague mentioned in passing that her machine learning algorithm found a variable that explained over 95% of the variance in turnover. This was incredible–in just two weeks she accidentally figured out the leading cause of turnover, something companies and researchers spent decades trying to decipher.

    My other HR colleague and I immediately started dreaming about the publications and consulting opportunities that would result from such a significant finding. That is until she told us that whether a company offered pet insurance was the magical variable, which led us to question how much our statistician friend really knew about people and HR. Alas, after a little more exploration, pet insurance wasn’t the panacea we hoped.

    This story highlights an important principal of HR analytics that often goes overlooked: analytics is not about analyzing data or modern computational techniques; analytics is about using data to gain insights that enable better decision making and performance. Analytics without a structured decision-making process is like trying to bake a cake without sugar–it may look okay on the outside but ultimately leaves you wanting more.

    If I had an hour to solve a problem, I’d spend 55 minutes thinking about the problem and 5 minutes thinking about solutions — Albert Einstein

    How can you improve your evidence-based decision-making mindset?
    Regardless of your formal role, an analytics mindset can improve your performance and decision-making. Becoming an analytically-minded HR professional won’t happen overnight, and you likely will never be an expert in every part of analytics, but with deliberate effort and training you can begin to incorporate analytical and evidence-based skills into your day-to-day activities.

    While each analytics project is different, there are principals that research suggests produce better results.
    • Remember that analytics should be geared towards collecting and assessing evidence to make decisions with real business implications. Evidence-based management may not be trendy but it produces better results.
    • Spend time at the start of a project 1) identifying the right questions to ask; 2) understanding, reframing, and defining the problems the project hopes to solve; 3) how the project’s results could be implemented; 4) getting buy in from decision makers
    • Understand the limitations of data and statistics. Bad data may produce interesting results but fail to improve the business. For example, subjective data (e.g., engagement, net-promoter score) are far less valuable than objective data.
    • Bias is inherent in all science but don’t let that stop you from listening to people whose biases are different than yours. We lose perspective and limit opportunities for creativity when we only listen to people who agree with our existing opinions.
    • Not everyone on the team needs to be good at data science or statistics. Just because someone failed Introduction to Statistics or Research Methods for Dummies in college doesn’t mean they can’t add value to an analytics project. One of my most useful colleagues doesn’t know the difference between a mean and an eggplant but has an incredible ability to ask questions and reframe problems.
    • Finding amazing results doesn’t matter if you can’t tell a story around the data. Data doesn’t change minds without an accompanying story.

    These are just a few of the many ways you can start building better individual competency and business capabilities for HR analytics.

    The HR Analytics Forum hopes to shed greater light on these topics and other ways you can use analytics to make real business impact.

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