0. introduction to People Analytics
Browse related resources below
Webinar - An Introduction to People Analytics by Mark Lawrence
In this interactive 30-minute webinar, Mark Lawrence, director of Organisation and People Analytics at GSK, talks about the value of HR and of HR Analytics. Additionally, he provides some important points on what you can do to start your HR...
explore resource
Interview - David's Green Vision on People Analytics
Listen to HR analytics expert David Green present his vision on People Analytics during the HR Tech World Event Amsterdam. In this short interview, David Green elaborates on what he is most excited about in HR Analytics and what the future looks...
explore resource
eBook - Basic Principles of People Analytics
Together with David Green, AIHR founder Erik van Vulpen wrote an inspiring book for those who want to get a feel for the scope of people analytics. In this book, you will come across inspiring examples and anecdotes that demonstrate how people...
explore resource
The Geeks Arrive In HR: People Analytics Is Here
In this article, Josh Bersin looks at the birth and development of people analytics in the past decade. He explains how "geeks", such as statisticians, mathematicians, and engineers have recently entered the HR space, and elaborates on what this...
explore resource
1. Creating a people analytics visions
Creating a vision and mission is the first step towards data-driven HR. What do you want to achieve and where do you envision your company to be in 3 years?
Browse related resources below
Set your Direction - The Power of People
When you are given responsibility for establishing people analytics in your organization, knowing where to begin can be difficult. This chapter from the book 'The Power of People' presents a structured approach to getting started and covers the...
explore resource
Creating and Implementing a People Analytics Strategy
To create and implement an effective people analytics strategy, you first need to make sure that your vision, your goals, and your actions are all coherent. This straightforward table provides easy questions that you should ask yourself before...
explore resource
Video Lesson - Core Frameworks and Considerations
One of the challenges HR is facing is how it can transition from the role of a simple service provider to that of a genuine business partner, and ultimately a business enabler. To get there, you need to craft and deliver value-add people analytics....
explore resource
Assignment - Build Your Own Analytics Roadmap
The best way to learn how to create a people analytics vision is by putting the theory you learned into practice. This assignment, part of the AIHR Academy course HR Analytics Lead, challenges you to plan your own analytics roadmap in five guided...
explore resource
HR Analytics Implementation: A Step-by-Step Approach
It’s very difficult to kick-start HR-analytics within an organization, especially when this organization is not used to fact-based thinking in HR. When you begin, it’s important to follow a step-by-step approach. This article answers the following...
explore resource
2. leadership support & stakeholders
Data-driven HR requires a fundamental change in how HR operates. You cannot do this alone, so you need support from senior leadership to get everyone in HR on the same page. You also need a sponsor for your first analytics project.
After you’ve built support you need to keep everyone happy. Managing stakeholders is the most important role of any people analytics team lead. This is a constant and never-ending process.
Browse related resources below
Video Lesson - Implementation: Building Support
Cooperating with your stakeholders and having their support on the projects your organization conducts is a non-negligible plus. In this video lesson, David Creelman offers six tips to get the support of your stakeholders on the implementation of...
explore resource
Five Questions to Identify Key Stakeholders
The Cornell University defines Key Stakeholders as “a subset of Stakeholders who, if their support were to be withdrawn, would cause the project to fail”. In other words, Key Stakeholders are powerful parties that you should especially keep an eye...
explore resource
Implementing a Stakeholder Strategy
Prioritizing your Stakeholders' wishes isn't always in their best interest. In fact, studies have shown that long-term returns to shareholders are improved when their interests are not considered dominant. Does this make you question your...
explore resource
People Analytics Podcast - Linda Kennedy: Building Support for People Analytics
People Analytics Podcast is a series of lively conversations with leading practitioners, thought leaders and tech pioneers, coming from a variety of backgrounds from around the globe. In this episode (number 5), Max Blumberg chats with Linda...
explore resource
3. High-level roadmap and business case
Creating a high-level roadmap and business case (w. goals, budget, timeline). This is often referred to as ‘building a business case’. As a data-minded person, you are thinking about numbers and ROI calculations. Relax, the leadership just wants the main goals, a rough estimation of the budget, and a timeline. Remember: always under-promise and over-deliver!
Browse related resources below
Assignment - Leading Change
The impact of HR analytics highly depends on embedding data-driven HR practices in the HR structure. If business partners are not capable to work with data or to generate basic reports, they won’t be able to make use of HR analytics insights either. ...
explore resource
Video Lesson - Building the Business Case for HR Analytics
When asking to build a business case for HR Analytics, most of the people don’t know where to start. In this video-lesson, researcher and consultant in HR David Creelman clarifies what approach should be adopted when building an HR Analytics...
explore resource
Webinar - How to Write a Business Case for HR Analytics
In his second webinar for AIHR, People Analytics Consultant Mark Lawrence explains how to build a business case for HR Analytics. After listening to this webinar, you will know the answers to these following questions:
Why is a Business Case...
explore resource
4. data integrity check & quality control
Garbage in, garbage out. Achieving data quality is an essential – and often forgotten – step in achieving a data-driven culture. This often starts at analyzing global HR practices and how they influence data-entry. In addition, you need to optimize your HR systems for high data quality.
Making your data-entry processes foolproof is a necessary step to ensure future analytics success. And do you have all the data you need? You’d better find out!
Browse related resources below
Introduction Video - Global Data Integrity
Inconsistent and unreliable data causes difficulties in people analytics projects. This is why it is fundamental to work with faithful data. In this introductory video, HR Consultant Alyssa Ruff gives a closer look at the importance of data...
explore resource
Video Lesson - Assessing End Data Needs
Improving your outputs and available data is a challenging task. In this lesson, you will learn how to assess what data you are looking for in the system, and what is the most effective way to use this data. After watching this video, you will be...
explore resource
How Smart HR System Design Leads to High-Quality Data
Untrustworthy data is People Analytics' worse enemy. If your data is not reliable, your HR Analytics projects will provide you with wrong results that can seriously negatively impact your HR department, and ultimately your entire organization....
explore resource
What’s your Data Strategy?
Nowadays, despite a large number of tools and information available, a majority of companies wrongly use or underuse the data they possess. Most of the time, this is due to the absence of a coherent strategy for organizing, governing, analyzing, and ...
explore resource
5. privacy & ethics check
Even US businesses can’t hide from GDPR. And did you know that US regulation might influence your UK employees? Privacy and ethics also has to do with transparency and communication. Do this wrong, and people analytics will never take off.
Browse related resources below
GDPR Compliance Checklist
The GDPR (General Data Protection Regulation) is the new European privacy regulation that was enacted in May 2018. Its objective is to protect the privacy of all individuals from the EU and give control to citizens and residents over their personal...
explore resource
9 Ways the GDPR will Impact HR Data & Analytics
Since the enactment of the GDPR (General Data Protection Regulation), in May 2018, the use of employee data and privacy is the latest hot topic of People Analytics. In his article on the subject, lawyer Arnold Birkhoff analyses the GDPR process and...
explore resource
Why The GDPR Requires You To Take Action
The GDPR (General Data Protection Regulation) affects any company that holds data about their employees. Because this probably concerns you too, you need to be careful and make sure you respect the new privacy regulation. In this article, you will...
explore resource
The Grey Area - Ethical Dilemmas in HR Analytics
Based on a survey filled in by 20,000 workers from 40 different countries, three scholars discuss the ethical dilemmas associated with the use of employee data in HR Analytics. The study classifies the countries, based on their ethical ideologies,...
explore resource
Ethical Issues in Using HR Data
These couple slides, assembled by a Doctor from the University of Essex, summarize the main ethical issues associated with the use of HR data. But most importantly, they provide clear examples of how to word consent forms and anonymize employee...
explore resource
Ethics, Trust and People Analytics
In these slides, used by People Analytics Leader David Green during his talk at the even UNLEASH London (2018), you will find insights on the hot topic of ethics in people analytics. Ranging from figures and cases studies to actual tips to improve...
explore resource
Analytics of the People, by the People, for the People
Ethics is one of, if not the, most important aspect of people analytics. This topic is often discussed during HR Analytics-related events, and the famous PAFOW (People Analytics & Future Of Work) conference is no exception. In fact, the issue was...
explore resource
Trust: The Achilles Heel of People Analytics
A key challenge in People Analytics projects is winning the trust of the people. This means convincing them that the motivations and results of these projects, when correctly executed and implemented, are trustworthy. This blog by field expert Jouko ...
explore resource
Ethics for Big Data and Analytics
The use of big data and analytics technology in the HR department of a company benefit both the employees and the organization's management. However, working with such tools is not without danger, since the privacy of the employees is at risk. This...
explore resource
6. capability check & building the team
Do you have the right people on your team? Which skills are you missing and how will you replace them? How capable are your HR business partners when it comes to HR analytics? You need to determine where you start.
Now the fun part begins: building your team. Your first hires are crucial to your analytics success, so choose wisely.
Browse related resources below
How to Create a Skills Matrix for Success
Before diving into an important project, you should always make sure that you have the right people and the right skills to carry out the project successfully. The best way to check this is by using a Skills Matrix. After reading this blog, written...
explore resource
A Practitioner’s View on HR Analytics
To be successful in HR Analytics, you need to maintain a balanced blend of different relevant capabilities. This means working with a team constituted of people with broad skills, ranging from HR knowledge to IT competencies. In his article, Patrick ...
explore resource
How to Build an HR Analytics Center of Excellence
The formation of an HR Analytics Center of Excellence can enable firms to derive strategic insights from workforce data and justify the investments made in HR programs and technology. Based on extensive research, this paper discusses the advantages...
explore resource
Chapter of eBook - Team Skillset
People analytics is a junction between multiple fields. This means that for a people analytics project to be successful, different capabilities, usually associated with different functions, should be combined. In this chapter of his book The Basic...
explore resource
HR Leaders LIVE - How to Build Your Analytics Function?
HR Leaders LIVE is a weekly show in which Chris Rainey discusses the Future of Work with today's most Innovative & Successful people leaders. In this live sessions, Chris, with the help of his co-host Matt Burns, receives Davide Cervellin,...
explore resource
7. managing change
You thought you were doing HR analytics? You’re managing a change process that’s tediously slow – but very rewarding when done well. Change takes time – and 70% of organizational change fails. Make sure that you don’t.
Browse related resources below
Assignment - Leading Change
The impact of HR analytics highly depends on embedding data-driven HR practices in the HR structure. If business partners are not capable to work with data or to generate basic reports, they won’t be able to make use of HR analytics insights either. ...
explore resource
The 8-Step Process for Leading Change
"70% of all major change efforts in organizations fail." To avoid falling into this category of failed change efforts, follow this 8-step process for leading change. Designed by Dr. Kotter (from Harvard University), these steps will enable your...
explore resource
What Everyone Gets Wrong About Change Management
Corporate transformations often fail or are abandoned entirely. Most of the people associate this with the way the change is being implemented (the how). What if the problem was what is being changed (the what)? This article discusses, using case...
explore resource
The Hard Side of Change Management
Implementing transformations is one of the most complicated aspects of management. No matter how hard managers try to change things within their companies, a lot seems to be stagnant. This is why this revolutionary article provides a standard and...
explore resource
Managing Change, One Day at a Time
"Slow but steady wins the race." This proverb describes perfectly what change is about. It is hard to achieve, and rushing into it will only make things worse. This article uses the 12-step program, an addiction treatment followed by alcoholics, to...
explore resource
Creating Positive Employee Change Evaluation: The Role of Different Levels of Organizational Support and Change Participation
Organizations are faced with fast-paced change and the need to ensure ongoing change intervention success. However, when employees had a poor experience regarding change management, they are more likely to resist future change. This research adopts...
explore resource
8. getting the metrics right
Having the right metrics in place is the first step towards analytics. Reporting on these metrics through HR dashboarding is often the first priority when companies want to start with people analytics…
Browse related resources below
HR Metrics Interpretation Guide
HR metrics track HR-related activities and add value to organizations by providing the information required to make the best decisions about their talent. However, knowing what is the meaning behind each HR metric and which metrics you should use to ...
explore resource
Knowing the Most Important Metrics
HR metrics are inseparable from HR Analytics. They provide you with unique figures that will help you make strategic data-driven decisions within your HR department. But to be efficient and impactful, HR metrics need to be properly selected and...
explore resource
17 Recruiting Metrics You Should Know About
Recruiting metrics are an essential part of a data-driven hiring. They enable you to optimize your recruiting system by tracking, measuring, collating and analyzing candidate and employee data. But just like any other type of metrics, the amount of...
explore resource
21 Employee Performance Metrics
Employee performance metrics, as the name indicates, help to track how well employees are performing. Just like the recruiting metrics, there are incredibly numerous employee performance metrics. This blog presents you the 21 most valuable employee...
explore resource
Good and Bad Recruitment Metrics
Getting lost in the uncountable recruitment metrics available is easy; picking the relevant ones, on the opposite, can be tricky. After reading this article, you will be able to point out the “bad” recruitment metrics and concentrate your efforts on ...
explore resource
HR Metrics and Analytics: Use and Impact
HR often measures efficiency but lacks a focus on effectiveness and business impact. If HR wants to play a strategic role in organizations, it needs to develop its ability to measure how HR decisions impact the business, and vice-versa. This is best ...
explore resource
HR Metrics According to Functional Areas
Not every HR Metric is useful for every people analytics project. It is important to understand their differences, in meaning and in use. This very practical guide divides HR into six functional areas and suggests, for each area, relevant metrics....
explore resource
Case Studies - Valuing your Talent
The best way to understand how HR metrics work is to simply look at what other companies do on the matter. In this article, you will find not less than 11 case studies describing how different big businesses are successfully using people measures to ...
explore resource
Guide: Identify and Define Your Metrics
To have a truly data-driven HR function that adds real value to your business, you need to work with appropriate metrics. In ten clear steps, this tutorial guides you through the identification and implementation of efficient metrics for your...
explore resource
How to Calculate an Employee Stability Index
An employee stability index measures the degree of change (or stability) in your workforce. If there isn’t enough change in your workforce, your organization grows stagnant, if there is too much change, chaos dominates. Calculating stability...
explore resource
How to Calculate New Hire Retention and Turnover Rate
Understanding how long your recent hires stay at your company is important to identify barriers to growth and development challenges, successful or unsuccessful hiring practices, and possible future stress points in workforce planning. This tutorial ...
explore resource
How To Calculate Annualized Employee Turnover Rate
This tutorial explains in two minutes how to calculate an annualized employee turnover rate. An annualized employee turnover rate simply is an estimated value (a conversion) based on actual turnover rates from another time period. It makes comparing ...
explore resource
How to Calculate Employee Retention
Losing employees is costly. This is why you need to keep track of how many of your employees stay and leave your organization, and why. In this tutorial, you will learn how to calculate employee retention and how it differs from employee...
explore resource
How To Calculate Employee Turnover Rate
Employee turnover is one of the most important HR metrics. This short tutorial will teach you how to calculate your employee turnover rate and gives you two examples to illustrate the theory.
.embed-container { position: relative; padding-bottom: ...
explore resource
9. selecting your HR KPIs
…but do you really know what you’re focusing on within HR? Most HR organizations haven’t explicitly stated what their key performance indicators are. Good luck ‘doing’ data-driven HR if you don’t know what you’re aiming for.
Browse related resources below
Creating Value with Fact-Based HR
To learn key insights about your people, you need to measure the things that matter to your organization. This article discusses which HR drivers have the highest impact on companies. By encouraging you to look at the things that matter, this...
explore resource
Book - The HR Scorecard: Linking People, Strategy, and Performance
This book introduces the work of three HR experts, consisting of an innovative measurement system that showcases how HR impacts business performance. It presents a seven-step process (that the authors named HR Scorecard) that enables to line HR...
explore resource
The HR Value Chain: An Essential Tool for Adding Value to HR
No matter how strongly you believe in the power of HR, answering the question “What value does HR add to an organization?” is always tricky. This article is here to help. Using the HR Value Chain, this blog shows the added value of HR, or in other...
explore resource
An In-depth Explanation of HR KPIs
What are HR KPIs? If you cannot answer this question within a couple seconds, this is the right reading for you. In this blog, people analytics expert Erik van Vulpen introduces the basis of HR KPIs, by giving concrete examples and by covering the...
explore resource
Performance Management Strategies
Creating effective key performance indicators that are relevant to your company’s’ goals is far from easy. Based on a survey and a series of interviews with performance management practitioners, this report examines the methods and techniques...
explore resource
Case Study - Valuing Your Talents
This case study describes the effective human capital management reporting adopted by Halfords, a British retailer of leisure and car products. It demonstrates the importance of aligning business and HR strategy through clear HCM measures. Reading...
explore resource
Competing on Talent Analytics
To compete on Talent Analytics, you need to have high-quality data and use it in a relevant and strategic way. In this article, you will find six key ways to track, analyze, and use employee data. They range from establishing simple metrics that...
explore resource
10. reporting & dashboarding
After getting your metrics right and selecting your KPIs, you can start to provide insight into data. This is done through reporting and dashboarding.
Browse related resources below
Toolkit for HR Metrics Dashboard
An HR Dashboard is a visual display of HR metrics. Built and used correctly, it can have a non-negligible positive impact on a business. This toolkit explains in details, using numerous visuals, the steps part of the process of adopting an HR...
explore resource
What is an HR Dashboard & HR Report?
HR Dashboard and HR Report are the two central tools involved in informed decision making. They are crucial because they offer, to HR business partners, insights into their own organization. This article explores the advantages of HR report and...
explore resource
Tips for Implementers: The Basics of Good Dashboard Design
Designing a valuable dashboard that delivers clear, unambiguous management information isn’t easy. Creating an ineffective dashboard, on the other hand, anyone can do. This report offers 12 tips on how to build better, more practical dashboards. (If ...
explore resource
Ways Data Dashboards Can Mislead You
Most HR Dashboards only display existing or past phenomena. The usage of these tools is very limited because they don't predict future events or prescribe a course of action. This can lead to managers taking very wrong conclusions. This article...
explore resource
Why You Produce HR Dashboards No One Will Use
Producing an HR dashboard for the sake of producing an HR dashboard is useless. You want to produce a valuable, effective dashboard that managers will use, and that will actually influence their decision making. The best way to get there is to...
explore resource
The Balanced Scorecard - Measures That Drive Performance
Traditional financial accounting measures are not enough to measure a company's current and future potential performance. This is why, based on a year-long research project, Harvard Business Review conceived what they called a "balanced scorecard" - ...
explore resource
Case Study - Changes in Reporting at Capgemini
In this report, you will discover how Capgemini (French consulting company) used their in-house talent to create a new approach to managing and using data. Instead of reporting things separately, Capgemini started to merge everyone's data-related...
explore resource
11. automating reporting / scripting
You don’t want to exhaust all your analytics resources by just making weekly or monthly HR reports. You want to push for analytics – so you need to automate data aggregation and reporting practices. This requires input from all your stakeholders but if you pull it off the right way, your path for value adding analysis open.
Browse related resources below
SSIS: How to Create an ETL Package
Microsoft SQL Server Integration Services (SSIS) is a platform for building high-performance data integration solutions, including extraction, transformation, and load (ETL) packages for data warehousing. It includes, among other things, tools, data ...
explore resource
A Requirement-Driven Approach for Designing Data Warehouses
A data warehouse is a large collection of data, from a wide range of sources, that is generally used within a company to guide management decisions. Developing a data warehouse that fits the needs of the decisions maker(s) is a real challenge. This...
explore resource
The Data Lake Is A Design Pattern
The term “data lake” is more and more present in the field of people analytics. But what does it mean? This article introduces its readers to the idea of a data lake, by presenting the key characteristics of the concept and its operational...
explore resource
Guide: Architecture Patterns to Consider When Designing an Enterprise Data Lake
A data lake is a method of storing data within a system or repository, in its natural format. It is a great way to utilize your big data as a core asset to extract valuable insights. In this article, you will learn the business value of enterprise...
explore resource
Video Lesson - Efficient Metrics
The preparation of HR Metrics can be time intensive, but this preparation only is one part of the whole picture. In reality, only what comes next adds value to the organization. This video lesson will offer you a practical look at the different...
explore resource
12. strategic workforce planning (SWP)
Once you know your current capabilities and where you want to go, you can determine how to get there. Strategic workforce planning techniques help to achieve this.
Browse related resources below
Seven Steps of Effective Workforce Planning
Workforce planning is about aligning an organization’s human capital (its people) with its business plan to achieve its mission with success. In other words, it helps ensure that the organization assigned jobs to its employees in a coherent and...
explore resource
Workforce Planning: A Practical Guide
If you don’t know anything about workforce planning, this guide is a great starting point. It offers an overview of the subject, in a theoretical and practical way, by covering the following topics :
What is workforce planning?
Planning...
explore resource
Manpower Deployment in Emergency Services
In order to adequately respond to emergencies, it is necessary to maintain a sufficient level of manpower deployment. This involves a wide variety of factors, including union restrictions, frequency and spatial distribution of calls, and road...
explore resource
HR Analytics as a Strategic Workforce Planning
Nowadays, we see more and more organizations aligning their HR strategy with their business goals. Most of the time, this is done through the implementation and use of HR Analytics. This paper discusses the significance of HR Analytics in strategic...
explore resource
Effects of Workforce Planning on Organizational Performance
Based on a cross-sectional survey filled in by 80 staffs from three different organizations, this study investigated how workforce planning impacts organizational performance. The objective was to look into both the effects of workforce supply and...
explore resource
Has Anyone Heard the Alarm? Succession Planning
What if the future-leaders you are looking for are hiding among your employees already? The best way to figure that out is by using succession planning, a process that helps organizations respond to their leadership challenges. This study defines...
explore resource
Talent’s Talent for Creating Talent at ArcelorMittal
ArcelorMittal, a multinational steel manufacturing corporation, is famous for providing numerous opportunities for their employees to grow. In particular, their Global Employee Development Programme (GEDP) focuses on improving skills, motivating...
explore resource
People Analytics Podcast - Ross Sparkman, Facebook: Workforce Planning for Rapid Growth/Downscaling
People Analytics Podcast is a series of lively conversations with leading practitioners, thought leaders and tech pioneers, coming from a variety of backgrounds from around the globe. In this episode (number 11), Max Blumberg receives Ross Sparkman, ...
explore resource
13. training the HR-staff & culture
Active use of dashboards is a critical part of a data-driven HR culture. To enable this, you need to train your business partners to understand data and work with it. Your business partners need to understand how they can leverage data to help managers make better people decisions. The only way you can achieve this is through training.
All of the previous steps come together at this point. You need to create a data-driven culture where people understand the importance of data and proper data practices are rewarded.
Browse related resources below
Xerox: Managing The Intangible Value of People
Xerox, an American global corporation specialized in print and digital document solutions is known for being one of the world’s great innovators, producing an average of 23 patents per week. In this case study, Louise Fisher, HR director for EMEA,...
explore resource
Introduction Webinar HR Analytics
In this webinar, HR analytics expert Erik van Vulpen introduces the viewer to HR Analytics. The video can be forwarded to business partners as part of the training, played during the training, or directly presented by a presenter using the webinar...
explore resource
Guide: Adopt an Analytics Mindset
Adopting an analytics mindset doesn’t just mean developing and maintaining a wide set of data and metrics. It also consists in testing hypotheses, running experiments, reviewing academic research, building models, and using science to make work...
explore resource
14. the analytics method
People analytics is not a thing but a method. Before you get started with the different people analytics steps, it is useful to understand the analytics method. The analytics method is very similar to the scientific method that focuses on hypothesis-testing – however, it’s less focused on getting research grants and more focused on adding value to the business!
Browse related resources below
An Evidence-Based Review of HR Analytics
This article provides an evidence-based review, build upon 14 articles on the subject, of HR Analytics. It answers the following questions:
What is HR Analytics (the concepts, definitions)?
How does HR Analytics work (the processes)?
Why...
explore resource
Microsoft: The Four Stages of Analytical Life
Microsoft is a very data-driven company, making it a great subject for case studies in the field of people analytics. In this particular case study, you will discover the transformation Microsoft went through in 2013 to implement an efficient...
explore resource
Unilever: Through the Sustainability Lens – Leading People Authentically
Unilever is a British-Dutch transnational company that produces consumer goods, ranging from food and beverage to cleaning products. Unilever is slowly approaching the ‘danger zone’ where research indicates most companies stall. In this case study,...
explore resource
The Rise (and Fall) of HR Analytics
Like in any other field, no one can predict exactly how HR Analytics will look like in the future. Despite this, it is always interesting to analyze current trends and speculate in which direction we are moving towards. This research paper guides...
explore resource
How we Determined Optimal Staffing Levels
Too many employees? Not enough? Numerous companies struggle with determining what their optimal staffing level is. This article presents the case of an organization in Zimbabwe that was facing overstaffing and, therefore, unnecessary labor costs....
explore resource
Reducing Workplace Accident Using People Analytics
People Analytics isn’t only about retaining your best talents or recruiting the employees you need, it can also increase safety in the workplace. This blog presents the results from a research study (conducted by the consultancy company IPC...
explore resource
Key Drivers of Retail Sales Performance
In this case study, a consultant company (IPC Consultants) approached a major fast-moving consumer goods (FMCG) company operating in Zimbabwe with the intention to help management understand why some of their retail outlets performed above...
explore resource
The Five Models of People Analytics
The word model has a broad meaning, it can refer to many different things, from a runaway model to a mathematical model. Within people analytics only, five models can be considered: business model, scientific model, statistical model, data model and ...
explore resource
15. identifying a business problem
Every analytics project starts with a business problem. Just like HR, analytics should serve the business. What business problems will you solve with analytics? This is a mostly qualitative process that requires you to speak to business leaders, line managers, and employees to really understand the problem.
Browse related resources below
Video Lesson - Building the Business Case for HR Analytics
When asking to build a business case for HR Analytics, most of the people don’t know where to start. In this video-lesson, researcher and consultant in HR David Creelman clarifies what approach should be adopted when building an HR Analytics...
explore resource
Learning From Practice: How HR Analytics Avoids Being A Management Fad
The People Analytics journey just started. Who knows what the field will look like in 5, 20 or 50 years? In this article, business administration professor Dave Ulrich presents what he believes is coming next for HR Analytics in four areas:
HR...
explore resource
Are We There Yet? What’s Next for People Analytics
The People Analytics journey just started. Who knows what the field will look like in 5, 20 or 50 years? In this article, business administration professor Dave Ulrich presents what he believes is coming next for HR Analytics in four areas:
HR...
explore resource
Video Lesson - Applying the HR Value Chain in Real Life
Something to keep in mind when working in HR is that if HR is convinced with HR outcomes, the business is only convinced by business outcomes. In other words, to add value to your organization, you need to remember that your ultimate goals are...
explore resource
People Analytics is Mission Critical to a Firm's Success
Luk Smeyers, CEO & co-founder of iNostix interviews Josh Bersin, principal & founder of Bersin by Deloitte - at the HR Tech World Congress 2015 in Paris. In the interview, Josh Bersin emphasizes the importance of people analytics, explaining ...
explore resource
16. designing data requirement
Now you know the problem you’re solving, you need to define the data you need to solve this problem. Do you need to collect additional data to solve the business problem?
17. processing and cleaning data
Now you know your data requirements, you need to aggregate it, clean it and pre-process it. HR data is dirty and data cleaning should take place in your original source systems, otherwise, you will import the same dirty data the next time you make a system extract. This means that this process might take some time…
Browse related resources below
eBook - The Ultimate Guide to Effective Data Cleaning
Before you begin analyzing your data, it is crucial to ensure that your data set is complete and correct. This guide shares simple, yet crucial, techniques to help you clean your data effectively.
There are eight chapters in this ebook, each...
explore resource
6-Step Guide to Cleaning your HR Analytics Data
There is nothing worse, in HR Analytics, than wrong or noisy data. If you work with poor datasets, you will obtain incorrect results and draw wrong decisions from it. In this guide, people analytics expert Erik van Vulpen will teach you why data...
explore resource
18. performing analytics
This is where those boring stats classes in university come in handy… Depending on your data and the business problem you need to choose your analysis. Afterward, you need to analyze your data.
Browse related resources below
Choosing The Correct Statistical Test in SAS, Stata, SPSS and R
Performing analytics means using tools, software, to conduct analysis with your data. Most people struggle with choosing the correct statistical test and the correct tool for what they need to perform. This guide presents a clear table that shows...
explore resource
What Statistical Analysis Should I Use? Statistical Analyses Using SPSS
SPSS Statistics is a software package used for interactive, statistical analysis. It is an extremely useful tool but, unless you followed a course on how to use it, it can be difficult to operate. This page shows how to perform some of the most...
explore resource
Ten Red Flags Signaling Your Analytics Program Will Fail
“How confident are you that your analytics initiative is delivering the value it’s supposed to?” In this article, Oliver Fleming, senior expert at McKinsey, presents the 10 most recurrent issues organizations encounter when performing data analysis. ...
explore resource
Crash Course - Statistics
Do you know nothing about statistics or simply need a reminder of what you learned long ago? Worry not! This statistics crash course, constituted of 22 lectures (about 10-12 minutes long each) will teach you the fundamental of statistics. The videos ...
explore resource
eBook - Doing HR Analytics – A Practitioner’s Handbook With R Examples
In this book, Lyndon Sundmark, consultant in people analytics, provides the reader with an overview of the fundamentals of HR Analytics. To do so, he delivers HR Analytics definitions and concepts, a suggested ‘known’ analytics framework and...
explore resource
Extended Tutorial - How to Predict Employee Turnover
This tutorial provides the basic guidelines and starter code you need for two powerful techniques for predicting employee turnover. The code is in R, a source tool for data manipulation, analysis, and visualization. After following this tutorial,...
explore resource
Using Microsoft Power BI and R in People Analytics – A Quick Example
In this short tutorial, people analytics consultant Lyndon Sundmark explains how to obtain “R” related custom visuals in Microsoft Power BI. This Microsoft tool enables you to design, among other visuals, splines, correlation plots, association...
explore resource
A Tutorial on People Analytics Using R – Employee Churn
In this tutorial, you will learn how to build, evaluate and deploy your predictive model on employee churn, using R. The author provides clear examples and datasets, with numerous visuals, to help you understand how you can apply everything to your...
explore resource
HR Analytics: Using Machine Learning to Predict Employee Turnover
The recent development of machine learning has made it possible to get a better predictive performance of employee attrition but also to understand the key variables that influence turnover. In this tutorial, Matt Dancho, founder of the consulting...
explore resource
How to Predict Employee Turnover
Employee turnover is a fundamental part of HR and one of the first metrics that companies evaluate when working with HR Analytics. In this detailed tutorial, you will learn:
How to identify candidate variables using basic descriptive analytic...
explore resource
The (F)Law of Small Numbers and What to Do About It
Working with small numbers (or small observations) is dangerous, as the risk of ending up with inaccurate results, which will lead to bad decisions, is much higher. This tutorial will teach you what is the Law of Small Numbers, what it means in the...
explore resource
19. visualizing data
Choosing the right visualization to display your data helps in communicating your results and convincing the business. This is an essential step in towards the implementation of any findings.
Browse related resources below
The Beauty of Data Visualization
We need to “use our eyes more”. In this inspiring TED talk, data journalist David McCandless presents the advantages of data visualization and explains how to turn complex data sets (like worldwide military spending or Facebook status updates) into...
explore resource
The Data Visualization Catalogue
Data visualization only works effectively if you use an appropriate data visualization design and if you use it correctly. This can be harder to do than it sounds, seeing the number of designs you can choose from with the most simple software. In...
explore resource
A 5-Step Guide to Data Visualization
The recent increase in the volume of data used in business makes data visualization more and more necessary. This article summarizes and presents large data in simple and easy-to-understand visualizations to give readers insightful information. If...
explore resource
Book - Good Charts: The HBR Guide to Making Smarter, More Persuasive Data Visualizations
A good visualization can communicate the nature and potential impact of information and ideas more powerfully than any other form of communication. Data visualization used to be reserved for specialists, but times have changed. Thanks to a new...
explore resource
Book - Storytelling with Data: A Data Visualization Guide for Business Professionals
In this book, Cole Nussbaumer Knaflic will teach you the fundamentals of data visualization, using numerous real case studies to help you get inspired. Specifically, you'll learn how to:
Understand the importance of context and audience
...
explore resource
Storytelling with Data - Talks at Google
In 2015, former Google employee Cole Nussbaumer Knaflic published a book (see previous material) about data visualization, where she teaches people how to turn data into high impact visual stories. In this engaging presentation, she features...
explore resource
Data Visualization for Non-Programmers
In this presentation, brought to you by Harvard i-lab, two data visualization experts teach you how you can use data to share powerful visual stories with your audience. They provide great practical tips to help you get started with data...
explore resource
Visual Explanations: Images and Quantities, Evidence and Narrative
Through computers, the Internet, the media, and even our daily newspapers, we are showered with an uncountable number of charts, maps, infographics, diagrams, and data. This book is a navigational guide through this large quantity of information. It ...
explore resource
Crash Course on Data Visualization
In the previous stage of the roadmap (category 18), we guided you towards an online crash course of statistics. Constituted of 22 lectures (about 10-12 minutes long each), this course teaches you the fundamental of statistics, using fun visuals and...
explore resource
Book - The Visual Display of Quantitative Information
This book presents both the theory and the practice of statistical graphics, charts, and table. You will find 250 illustrations of the best (and a few of the worst) statistical graphics, with a detailed analysis of how to display data for precise,...
explore resource
The Science of Storytelling - Prasad Setty, Google People Analytics
In this inspiring talk, Prasad Setty, Vice President of People Analytics and Compensation at Google, explains how good communication boils down to three things that matter: what you want your audience to know, how you want them to feel, and what you ...
explore resource
Visualizing Employee Turnover and Movement
Employee turnover and internal movements are a constant concern for HR professionals and business leaders. In this tutorial, you will learn how to build an interactive Sankey diagram to help you comprehend the employee flows in your organization. As ...
explore resource
People Analytics Podcast – Cole Nussbaumer: Data Visualisation and Effective Storytelling
People Analytics Podcast is a series of lively conversations with leading practitioners, thought leaders and tech pioneers, coming from a variety of backgrounds from around the globe. In this episode (number 20), Mark Lawrence speaks with Cole...
explore resource
20. implement and monitoring results through KPIs
Findings without any action are useless. You need to implement your findings, define actions to tackle the business problem and KPIs to measure progress.
Measuring the progress over time will ensure that new policies institutionalize.
Browse related resources below
21. design a data-capturing process
Only the really advanced organizations think about how they can let their HR technology work for them. By smart aggregation of data capturing you can build an invaluable warehouse of data points that track the entire employee journey from beginning to end – and that help you optimize it for performance.
Browse related resources below
A New HR Talent Management Model
The AARRR model (stands for Acquisition, Activation, Revenue, Referral, and Retention) is a popular model used in business to describe the birth and development of the relationship between a company and its customer. This article introduces a talent ...
explore resource
How Continuous Improvement Can Help Optimize HR Processes
If you want your HR Analytics projects to add value to your organization, concentrate first on building a solid administration that is complete, accurate and topical. Because, as we know too well already, there is nothing worse than incorrect data...
explore resource
Why Most Companies Are Helpless Victims of HR Technology
Digital HR is a great process if a proper digital HR strategy is laid down from the beginning. Unfortunately, this is something that most organizations miss. In this article, Erik van Vulpen talks about the real benefits and goals of digital HR,...
explore resource
How will Data Capturing Evolve in People Analytics?
During the HR Tech World 2017 event, in Amsterdam, the AIHR team asked four people analytics experts the following question “How will Data Capturing Evolve in People Analytics?”. If you are curious to know what their answers are, watch this short,...
explore resource
People-Centric Analytics: How can Employees Benefit from Data Analysis?
When hearing about People Analytics, we usually think of how the use of analytics can have a positive impact on the company and its HR department. But what if the employees could also use and benefit from the insights and outcomes of People...
explore resource
What are the Benefits of People Analytics for Employees?
In this video, three experts, David Green, Melissa Kantor, and Luk Smeyers, answer the question "What are the benefits of people analytics for employees?". This will help you understand why it is crucial to always place the employees at the center...
explore resource
22. again…
I’m sorry to say we’re doing the same damn thing again… Implementing data-driven HR and analytics is a process that requires you to visit every single step multiple times. Off you go!
Browse related resources below
What Will HR Analytics Look Like in 5 Years?
Wonder what HR Analytics will look like in 5 years? You aren’t the only one! Listen to this short video where professionals, from the HR Tech World 2017 Amsterdam event, share what they believe will happen to the field of HR Analytics in the...
explore resource