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  1. Yesterday
  2. Chicagoland People Analytics Meetup. Meta McKinney, Associate Manager of Talent Intelligence at Stryker will present on how to use external data relating to talent, skills, occupations, functions, competitors, and locations to enable strategic business decisions.Participants who attend will:• Learn about what Talent Intelligence is and why companies are adding this function to their TA organization• Learn about some of the common tools used in gathering external labor market data RSVP:
  3. Last week
  4. Predicting (hourly) Employee Turnover (Virtual Event) Janelle Ketterer is a People Analytics enthusiast in the Chicagoland area, where she has focused on building a harmonized database to allow for advanced analytic modeling and data visualization as it relates to a variety of Talent Analytics initiatives, including predicting turnover at an employee level.Participants attending this session will hear about how Janelle has tackled predicting hourly turnover, focusing on:-Building a harmonized dataset and data structure for modeling purposes-Key factors involved when constructing her R code-The outcome of the model and its business applications, as well as business reception RSVP here:
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  6. A virtual meetup hosted by the Chicagoland People Analytics Meetup Group. Dr. Abdifatah Ali , Assistant Professor at the University of Minnesota Carlson School of Management is an expert on workplace diversity and inclusion. His research focuses on establishing equitable employment opportunity practices and how motivation and emotions shape behavior in organizations. Participants who attend will: - Learn how D&I efforts have changed over time and what organizations should be focusing on in the future. - Learn about an ongoing research partnership with HR practitioners studying how to attract diverse candidates via LinkedIn messaging -Network with other HR and Analytics practitioners
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    Join the London HR and People Analytics community for our next virtual meetup on the 20th October. Speaker details to follow soon. To join us on the day, please register here.
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    HR Analytics Priorities During Covid-19 and the New Normal Contributors: Cormac Hennessy (Optum) Michelle Cummins (Boston Scientific) Jonathan Grant (Bank of Ireland) HR analytics ireland meetup virtual (4).pdf
  9. The aim of the HR Analytics ThinkTank is to provide HR Analytics professionals to build functions that have a greater impact and better manage their own careers. Since 3n Strategy founded the ThinkTank is 2015, we have employed a unique evidence-based approach to our industry analysis, which was further enhanced by our academic partnerships with the University of Leeds (2017) and Utah State University (2019), and the addition of our Practitioner Board Advisors in 2020. I am delighted to announce that over the summer University College Dublin is joining the HR Analytics ThinkTank as an academic research partner with Dr. @Maria Belizon, Assistant Professor of Human Resource Management, joining our research board. Working alongside Professor @Andy Charlwood (UoL), Assistant Professor @Mike Ulrich (USU) and myself, with our Board of Practitioners, we look forward to producing more quality research over the years to come. Getting to know Dr. María Jesús Belizón... What is UCD? What is Maria's background? Here is a short interview with Maria so you can get to know her better. 1. Where is University College Dublin located? How big it is? UCD, as we call it, is the largest and oldest university in Ireland. A global university by mission, we are based in Dublin and we serve over 33,000 students. We are ranked within top 1% of higher education institutions world-wide and 30% of our students are international. So, for a small country such as Ireland, it is pretty big. 2. Can you tell us a bit about yourself? Why are you interested in HR analytics? During a 6-month internship in finance, funnily enough I developed an interest in HR. So I started my research career surveying HR practices in multinationals as part of an international project. My PhD focused on external and internal factors affecting the transfer of HR practices from the home country to the host operations in multinationals, and an important element in that context was the existence of a HR information system. I’ve always liked technology and the potential that it brings to decision-making and how companies manage their people. When the HR analytics field started to developed a few years ago, I reckoned it would be a slow journey, precisely because it merges elements of computer science, data analytics and human resources. At first, it was a personal challenge to understand how those three fields come together to solve HR issues and concerns, and I was also keen to uncover how HR Analytics can get traction in a less data literate field such as HR. My work now is geared towards advancing our understanding HR Analytics process and ultimately, helping organisations to make better decisions based on data. 3. You are one of the founders of the Irish HR and people analytics community. Why did you start the meetup group? When I was conducting preliminary fieldwork for my first project on HR analytics I realised most HR analytics practitioners were in need of a local community of practice across different sectors and types of organisations. Some of them knew each other through private events but there was no cohesive and unifying platform for knowledge sharing. Ireland is a country where ‘only the local is real’ and as I found myself in an independent position as an academic, I thought I could open up this possibility and set up the community here. Dr. Sarah Kieran from the University of Limerick joined me later and we are lucky to have the support of the Irish Centre for Business Excellence too. For us, it has been key to be part of the HR and People Analytics Global Network by the HR Analytics ThinkTank, the support from the team and the contribution of my peers in other countries running the same type of events. It was not long before Covid19 hit that we had our second meetup so we are looking forward to resume our plan of activities, although virtually for the time being. 4. What do you hope to achieve with the HR Analytics ThinkTank? The main reason I joined the HR Analytics ThinkTank was to combine efforts with like-minded HR Analytics leaders and academics who are interested in a critical advancement of the HR Analytics space. To me, this boils down to two requirements. One is to conduct rigorous and informed research. The second one is to produce meaningful research insights for the work HR Analytics practitioners and organisations do. Ultimately, I hope the research we are doing will become a point of reference for industry.
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    Hi Everyone,Just putting this in the event calendar as the 2nd holding date for the Birmingham Meet up Event.Please register your interest. I will be providing further details soon.
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    Hi Everyone,Just putting this in the event calendar.I will be hosting the first Birmingham People Analytics Meet potentially September/October time. Please register your interest. The main topic will be how People analytics can support employees and organisations with the current Covid-19 pandemic.I will be providing further details soon.
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    Nothing can stop us from getting together for our usual summer social! This time we will use all the skills acquired over the past few months of physical (not social) distancing on how to run fun virtual events. We plan to have the typical components: networking, drinks (you will have to bring your own tho), supportive community (think about things you want to share or need help with), and of course - lots of fun! (times are EST) Register here: https://www.meetup.com/HRAnalyticsPros/events/272253056/
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    Hola! Estamos muy felices de anunciar nuestro próximo meetup el jueves 13 de Agosto, a las 14:00 hs.(ART) en nuestro ciclo Coffee Break & Analytics. En esta oportunidad vamos a entrevistar a Silvio Santander, Asistente Técnico de la Selección Nacional de Basket, subcampeona del mundo en el Mundial de Beijing 2019 y campeona de los Juegos Panamericanos de Lima 2019. También es impulsor del MétodoCABB, una metodología de enseñanza para categorías infantiles y juveniles. Con Silvio vamos a hablar sobre Smart Data, cultura de datos en el deporte, y de procesos. Podés registrarte en este link de Zoom. --- ENGLISH Hi! We're happy to announce our next meetup on Thursday August, 13th, at 2:00 PM (ART) in our cicle Coffee Break & Analytics. In this opportunity we'll be interviewing Silvio Santander, Assistant Coach of the Basketball National Team, 2nd. in the 2019 Beijing's Worldcup, and Champios in the Panamerican Games of Lima 2019. He is part of the developing team of the CABB Methodology, a methodology for teaching training young players. We'll be talking with Silvio about Smart Data, data culture in sports, and processes. Register in this Zoom's link. Sergio Garcia Mora Buenos Aires HR Analytics Think Tank Team
  14. While firms have been running forms of people and HR analytics for many years, the various roles within these functions are evolving. Being a younger subset within the HR community, HR analytics professionals often face challenging and uncertain career paths within and after their time within the function. In addition to the normal ambiguity HR professionals experience, HR analytics professionals face the added complication of developing analytical and technical expertise in a field that often lacks, misunderstands, or can’t utilize such skills. Part of the HR Analytics ThinkTank’s mission is to provide free evidence and insights to HR analytics professionals so that they can make better decisions about their careers. As part of this, we are launching a study to better understand the career paths and skills associated with people and HR analytics. This study will explore the following questions: What prepares someone for a job as an HR analytics professional? What are the job and developmental opportunities within HR analytics? What are the career prospects for the HR analytics professional ready for something new? If you are an HR analytics professional, we invite you to participate in our research by completing this survey (it takes approximately 10 minutes). By taking part you will receive a free copy of the final report in November, and access to all exclusive ThinkTank content. More importantly, you will join our global community in the pursuit to further the people and HR analytics industry. What prepares someone for a job in HR Analytics? Most people who go into HR do not come from technical backgrounds. This often results in a trepidation (or outright fear) of anything dealing with “analytics,” falsely believing that strong statistical skills are the same as analytical competencies. Similarly, the perception that HR is a “soft” science pushes away people with more quantitative backgrounds. Thus, the supply of people interested in HR analytics careers is weak. But, prior research has shown many of the perceptions that keep people away from HR analytics are not true. For the arithmophobic, being an HR analyst is about more than crunching numbers; likewise, for quantitative wizards, HR presents incredibly complex and challenging problems. We thus seek to understand what knowledge, skills, and abilities prepare someone for a career in HR analytics. What are the job and developmental opportunities within HR analytics? Not every person who works in HR analytics has to be a data expert. In fact, I’ve met very senior HR analysts who can’t open Excel, think classification trees are about forestry, and MCMC has to do with dancing. The range of required skills within an HR analytics function can also significantly vary (p<.05) depending on the size and maturity of the HR analytics team. Analysts in smaller or younger HR analytics groups are often asked to have expertise in a wider range of technical, business, methodological, and other skills. But in larger analytics groups, the roles can be more specialized, and someone with deep HR or business expertise but little “analytical” abilities could help their team mature into a more relevant and impactful team. What are the career prospects for the HR analytics professional ready for something new? The final area we seek to better understand is what do people do when they want to move on from HR analytics. My first two advanced degrees are in statistics, so when I entered a PhD program in management, everyone just assumed I would be a “stats” guy and in many ways this is true–I’m reasonably good with numbers–but I purposefully entered a management PhD program to get away from statistics. Early in this program, I spoke with a senior colleague who was similarly labeled a “stats” guy, and he told me once he was given this label, he had an incredibly difficult time gaining a reputation for anything else. He warned me to avoid this career path unless this was the only thing I wanted to do. Despite my efforts to become an expert in management and HR, many close relatives still think my PhD was in statistics. Sadly, I am not alone; many people who work in HR analytics have a difficult time finding other opportunities within HR and often have to find new career paths if they want to advance to higher levels of management. Why participate in this Career Path research? By contributing your experiences and perspectives to our research, you will help the HR Analytics ThinkTank team to reveal and confirm myths and hypotheses about the HR analytics industry – made available to our community for free. We anticipate our findings will help study participants benchmark themselves against other HR analytics professionals in similar career stages and roles and provide insights on how they can continue to progress in their careers. We also expect our final report will help break misconceptions that keep individuals from entering this profession and direct companies to new sources of talent. In addition to this, as with anyone who takes part in our research, you will also gain access to exclusive ThinkTank reports, content and webinars. Call to Action: Take Part Now There are many more exciting questions we hope to answer with this study. We are currently looking for people who are willing to provide us data about their careers (even if you don’t have a formal role in HR analytics). If you wish to participate, we will ask you to complete a very brief survey and share your resume. A few people may also be asked for a short interview. Data will be collected during August and September 2020, and we anticipate sharing our initial findings in November. To participate in this research, please take a few minutes to answer some questions and share your career information.
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    Coming to our Aug 19 SoCal People Analytics virtual meetup? This month, we have Haig R. Nalbantian, Rick Guzzo, Jay Doherty & Dave Keiffer, co-authors of Play to your Strengths, at a rare reunion to discuss how far we've come in the field of people analytics since they published the book. RSVP: https://lnkd.in/dkbyHK4 See references to their work: https://lnkd.in/dMs3EU9 https://lnkd.in/dVV7Vj3 We look forward to another great evening of learning and thought exchange.
  16. Hi all, I hope it's okay to introduce myself and to see if anyone has any advice for someone at my stage in their career. I have fulfilled my HR Administrator role for almost 3 years now which has given me a solid understanding of all aspects of the HR function. This experience has highlighted both my strengths and interest in People/HR Analytics. I am currently the go to person in my team for all reporting and I am responsible for producing our HR report for the COO and Board. Not only has this sparked my intrigue for discovering trends and the reasons behind them but it has also enabled me to present data in way that’s understanding and meaningful to its audience. I have always had strong numerical and problem solving skills and being able to use this to drive the people agenda is a very exciting prospect. I am looking to move to a role with a stronger analytical focus and was wondering if anyone had any tips for making this move? Many thanks, Lucy
  17. Salirse de la norma siempre conlleva un riesgo porque significa mirar hacia otro lado y no ver a nadie alrededor, nadie que esté haciendo o haya hecho lo mismo que tú. Nuestro proyecto nació a principios de este año, queríamos hacer un evento íntegramente sobre People Analytics (PA) por y para profesionales de RRHH pero con un enfoque completamente nuevo. Este evento además queríamos que fuera el primero de una serie de encuentros periódicos, actividad en el grupo de People Analytics Spain (PAS) de LinkedIN, viajes coordinados a conferencias internacionales ... En la era del individualismo y de los intereses partidistas se nos ocurrió que era el momento de organizar algo diferente. Nada de vender formaciones executive o proyectos de Data Lakes o Dashboards a empresas que aún no tienen perfiles analíticos: queríamos organizar un Meetup de People Analytics para compartir de forma honesta y transparente lo que se está haciendo en este ámbito en la actualidad. Pero queríamos ir más allá que la 'simple' organización de un encuentro, el reto era en realidad poner las bases para construir la primera comunidad analítica a nivel nacional formada por profesionales de RRHH. El primer encuentro tendría que ser un medio pero no el fin. En aquel entonces no sabíamos aún que al empezar un proyecto con un nuevo enfoque da lugar a un resultado muy diferente en forma y sobre todo en contenido a lo que se haya hecho. Tuvimos unas cuantas sorpresas. Este es el storytelling de nuestra experiencia. Como empezó todo - FEBRERO 2020 El 28 de enero de este año les mandé un mensaje por Whatsapp a Delia y Sergio, dos profesionales de referencia en PA de Madrid, comentando que estaba pensando en organizar un Meetup en Barcelona y preguntando si creían que podíamos unirnos para hacer algo conjunto. Cual fue mi sorpresa cuando me comentaron que justo en ese momento estaban empezando a organizar el Meetup en Madrid y que les encantaba la idea. Decidimos organizar un Meetup con dos sedes, Barcelona y Madrid, coordinando el día, el horario, los ponentes e incluso las temáticas que trataríamos. Queríamos ayudarnos y apoyarnos en cada paso para formar un equipo con un mismo objetivo. Hablamos con los responsables de IronHack de las dos ciudades y también se unieron al proyecto muy rápido. Su patrocinio y toda la ayuda logística que nos ofrecían nos dio aire para seguir y empezamos contactar con las personas clave para el evento. El viernes 14 de Febrero llegó la primera reunión con los ponentes en Barcelona (ya se había hecho la correspondiente en Madrid unos días antes) sin otro punto del día que preguntarles si les hacía ilusión participar. La respuesta fue tan buena que no solo nos dijeron que sí sino que se subieron al carro de la organización con una frase que me quedará grabada para siempre 'el que necessitis, només ho has de dir' (en catalán, lo que necesites, solo tienes que decirlo). Estábamos oficialmente en marcha. Tuvimos que posponer - MARZO 2020 Teníamos planificado el evento para el 17 de Marzo, People Analytics Day, nos hacía mucha ilusión hacer los dos encuentros coordinados el mismo día en las dos principales ciudades del país. Esta fecha además tenía el añadido que estaban planificados también varios primeros Meetups de PA en muchas otras ciudades del mundo como Amsterdam, Belgrado, Boston, Buenos Aires, Chicago, Lima, Londres, LA, Melbourne, Mexico City, Munich, NY, Quebec, Switzerland ... Nos llegaban decenas de mensajes para saber más información sobre el evento y poderse conectar en remoto. Por aquel entonces, nos comentaban desde IronHack que había más de 350 personas apuntadas sumando las inscripciones de las dos ciudades y que no tenían espacios habilitados para dar cabida a tanta gente. A pesar de esto, vimos ya a finales de la semana anterior al evento que todo se estaba complicando a una velocidad increíble. Madrid iba en número de contagios por COVID-19 peor que Barcelona pero ya el viernes teníamos claro que tendríamos que posponer. El sábado se confirmó con la declaración de estado de alarma y mandamos un mensaje a todos los asistentes sin previsión de nueva fecha. La ilusión de nuevo - MAYO 2020 Pasados casi dos meses, volvimos a la carga, una mañana de domingo me levanté con las ganas de volver a retomarlo donde lo dejamos. Supongo que, como todos, quería volver a pensar en el futuro y hacer planes. Delia me cogió el guante rápido, y aunque íbamos hasta arriba de trabajo las dos, nos comprometimos a pensar la nueva forma para el evento dadas las circunstancias y volver a hablar en unos días. Después de unas cuantas conversaciones cruzadas, también con los ponentes, decidimos reconvertir el evento y hacerlo on line pero conservando la esencia de creación de comunidad. La idea que se nos ocurrió fue lanzar un cuestionario para que los que ya se habían apuntado en la primera versión nos dijeran qué les gustaría preguntar a los ponentes y con estas preguntas confeccionar una lista TOP 10 para desarrollar entorno a ellas un relato. Solo 24h después de la nueva publicación en RRSS vimos que el interés estaba intacto. Finalmente llegó el día - JULIO 2020 El día escogido fue el 7 de Julio a las 7 de la tarde, San Fermín. 'Tómate una cerveza con nosotras', decíamos en LinkedIN cuando lo anunciábamos, queríamos que, a pesar de la temática, fuera un encuentro informal aunque sabíamos que on line sería complicado. Estos fueron los temas que tratamos, las preguntas TOP 10 escogidas por los propios participantes al evento y la síntesis de algunas de ellas: Estos días del COVID-19 se habla mucho de las decisiones o datos basados en People Analytics, ¿podéis poner ejemplos concretos y sencillos de entender para alguien de HR que desconoce People Analytics? Confeccionar analítica descriptiva sobre todo de la progresión del virus en los grupos de riesgo por el trabajo presencial y también monitorizando los niveles de aforo y movimiento en las oficinas (GDPR) - NATHAN ¿Qué tamaño debe tener la plantilla (número de trabajadores) para poder extraer buenos datos con People Analytics? ¿Cuántos ciclos de datos/histórico son adecuados para poder hacer Analytics de predicción? Obviamente lo ideal es tener como más datos y ciclos históricos mejor para tener la máxima variabilidad posible pero es posible trabajar sobre el absentismo con 40.000 empleados pero también atacar problemas muy concretos con 140 y 12 horas de históricos mediante un modelo de regresión y PowerBI - ROSA ¿Cómo hacen para llevar temas tan intangibles como el comportamiento de las personas a variables o métricas a incluir en un análisis? ¿Se basan en estudios, teorías psicológicas ó antropológicas? Si hubiera que elegir entre todas las métricas, ¿cuáles son las 4-5 más reveladoras en el campo de RRHH? Industrial organizational psychologist es un rol que se está extendiendo cada vez más cuya responsabilidad es traducir lo intangible en métricas. En selección, por ejemplo, se ha demostrado que la capacidad de aprendizaje es un gran predictor de performance a diferencia del engagement que, aunque correlaciona, no lo hace directamente (aunque si con el absentismo, por ejemplo). Una buena herramienta para medir la capacidad de aprendizaje es el PI (Predictive Index). %Rotación, %Absentismo, %Formación y Tiempo de contratación son algunos de los KPIS clásicos pero hay que darles profundidad y no únicamente conocer el valor - JORDI ¿Qué tipo de proyectos de People Analytics podríamos emprender en el Área de Selección? Concretamente en un área de selección orientada a la contratación de perfiles con mucha demanda en el mercado (IT). ¿Nos puede servir para detectar empleados que aportan más valor en la empresa? Ejemplo de un proyecto actual de Telefónica que confecciona un scoring ponderizando con skills y niveles de expertise de empleados y vacantes en la compañía para favorecer el match y aprovechar el talento interno. Workforce Planning para saber qué skills se van a necesitar en un futuro y por tanto las necesidades de formación actuales - NATHAN ¿Cómo predecir el absentismo? Primero de todo, se debe entender el porqué, no se puede predecir sin tener unos modelos descriptivos sobre lo que está ocurriendo y que nos expliquen el Causa-Efecto de nuestros problemas. Debemos identificar primero las correlaciones de las variables que impactan en él: la edad, el estrés, la distancia al centro de trabajo, cargas familiares ... El objetivo es explicar inicialmente entre 60-70% del absentismo porque es muy difícil y una vez lo tengamos podemos empezar aplicar herramientas de IA - JORDI ¿Cómo organizar un buen informe para mantener la visión estratégica de los datos? ?¿Y el Storytelling de los datos obtenidos? Visualización es una parte muy importante porque nuestros 'clientes' no se van a sentir del todo cómodos con los datos que inicialmente se van a presentar. Los 3 consejos: acumular solo los datos relevantes para el negocio, conocer cuáles son los umbrales adecuados para estos datos preguntando (si es necesario) al negocio e identificar qué impacto económica tiene la variación de estas variables. Se deben presentar los resultados de forma clara, entendible y si es posible conectándolos con las emociones - FERNANDO ¿Qué tipo de perfiles profesionales conforma un departamento de People Analytics? ¿Ves más importante tener conocimientos de Data Science o de HR para un profesional de People Analytics? Perfiles: Ingenieros o Informáticos como Data Architect, Estadísticos o Matemáticos Data Scientist, Analytics Translators para hacer la conexión del negocio con RRHH y finalmente perfiles para Data Visualization - FERNANDO ¿Qué herramientas veis que predominan más en PA (R, Python, Scala, herramientas de BI, HRIS...) y cuáles creéis que van a ocupar los primeros puestos en el futuro? PowerBI es una de las herramientas más extendidas para confeccionar Cuadros de Mando conectándola con un Data Lake donde se guarden todos los datos y también usando una herramienta interna que se llaman Quick Insights para identificar de forma rápida los patrones de conducta o Key Influencer para buscar correlaciones entre variables. También herramientas clásicas que están evolucionando mucho para poder trabajar con ellos como SuccessFactors o Workday y en cuanto a las herramientas de programación Python y R- ROSA ¿Qué herramientas hoy en día son más eficaces para aplicar People Analytics en una PYME? ¿O para una empresa que quiera empezar pequeño? Para empezar, lo primero es identificar qué se quiere analizar y ver si se tienen los datos necesarios para poder hacerlo. El problema principal es que con frecuencia tenemos muchos sistemas con diferentes tipologías de datos y poca ayuda y - YOLANDA ¿Cómo empezar desde cero en People Analytics? ¿Qué formación hace falta de programación (python, data science)? ¿Qué recomendación de software, libros y cursos harían? Recomendaciones para empezar con un perfil generalista podrían ser Wharton Academy, AIHR de Erik Van Vulpen, Data Camps, Python, Ironhack, Universidad Autónoma, UNIR, EADA, y Best Seller como Work Rules! (Laszlo Bock 2001) etc - YOLANDA. Juntos para llegar más lejos - OTOÑO 2020 Hoy justo hace una semana del evento y aún estamos digeriendo todo lo ocurrido. Feedback increíble de los asistentes, con un NPS por encima del 70, peticiones para entrar en el grupo de LinkedIN y decenas de mensajes preguntado por la segunda edición en otoño ... ¿qué más se puede pedir? Pero esto no ha hecho más que empezar, una comunidad no se construye en 7 meses, es algo que requiere tiempo, medios y sobre todo confianza por parte de los que la componen para poder compartir y aprender de una forma lo más generosa y libre posible (con unas mínimas normas de respeto y educación, claro está). People Analytics y Behavioral Analytics, nuestra obsesión, la de Delia y mía. Estamos convencidas que en la actualidad toda Gestión de Personas debe incorporar un Departamento de Analytics para unir lo soft y lo hard, lo que ya se conoce de comportamientos y los números. La complejidad es demasiado grande para solo trabajar con un enfoque. La cuestión es ... ¿conseguiremos nuestro objetivo de construir la primera comunidad analítica a nivel nacional formada por profesionales de RRHH si durante el primer año del proyecto muy probablemente no nos podremos ver físicamente? Lo veremos, de momento para el próximo evento ya estamos hablando de coordinar el know-how de tres países distintos. A ver qué sale ...
  18. The Global Community Content library is an open area of the ThinkTank site where anyone can add content for other people to access, read and use. It is completely open and anyone can add content - although there are some general rules (below). This blog is a quick guide to explain how to add content to the site. Rules for Global Community Content There are only two rules to adding content to the global library: You are responsible for having the rights to post the content. Any sales content will be removed. How to Upload Content to the Community Content Library Step One: Go to the Community Content Library and click "Add New Content" (Click Here) Step 2: Enter a Title and the Text for the Content Note 1: If you are posting a video from Vimeo or YouTube, you can just put the video URL and it will load as a video! Note 2: You can tag other site members by using "@". For example, @Johann Friedrich Gauss. Step Three: Complete the other fields Note: If you need a new Content Type, Topic Category or Language, please use "Other" and let us know by messaging @HR Analytics ThinkTank. We will add the new category and update it for you. If it is older content, you might need to add the date it was original recorded or written, and who is featured in the video. Step 4: Agree to the Disclaimers, add a Banner (Recommended) and hit "Save" Tip: If you do not have a banner, we will add one when we post it. And that's it... The video should appear in the library immediately! Thank you for adding it!
  19. RSVP here: https://forms.gle/wktuGKunVxi4Puqq9 Organizational Network Analysis (ONA); HR Data is the key to analytics success Marilyn Becker, Senior Director of People Analytics, from Western Digital Corporation who will talk to a recent application of ONA for 1,050 employees in a factory setting at Western Digital Corporation, including the objectives, approach that was taken and key insights. Andrew Pitts, Founder and CEO of Polinode, provides an overview of organizational network analysis (ONA). He will touch on the advantages and disadvantages of passive vs active ONA and give a hands-on demonstration of generating insights using Polinode. Jennice Price, Global HR Data Manager of Capital Group, for her entire career, has always been connected to the data side of HR. She will share her passion around the life cycle of employment data that helped her evolve into understanding core HR systems and the magic that connects all the dots.
  20. Hi @Raza Mustafa, Great suggestion. Anything in particular you'd like integrated from Github? For the learning content... For now we only include free links and content. Have you checked out the library of presentations? https://www.hranalyticsthinktank.com/community-content/ Or would you like something more specific? cc @HR Analytics ThinkTank
  21. Learning contents on HR analytics, e.g. ONA, workforce planning etc. Links from other websites on HR analytics projects, e.g. github etc.
  22. The analytics world is bigger than the English speaking world. Would you like the site translated into your native language?
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    This is a Toronto based (now virtual) HR event focused on people analytics. It started as a meetup and has expanded to a formal event called AnalyzeHR. During this month's session, we have People Analytics professionals from Manulife Financial, Klick Health, & Sobeys discuss their work. To learn more and register, follow this link: https://www.eventbrite.com/e/analyzehr-july-2020-tickets-111680549530
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    This is the link to the event: https://us02web.zoom.us/meeting/register/tZYkfu-trz0qGtM3Y6oX685Y5z0bP1r6FLiG
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    On July 23rd we'll host another crossover meetup edition, with Nigel Dias (HR Analytics Think Tank, 3n Strategy) and Salvador Malo (Microsoft). We'll be interviewing Nigel and Salvador about the growth of the discipline and the global community of the HR Analytics Think Tank, how HR Analytics can be developed within a company, and also, some insights from the Think Tank's research. Finally, we'll explore how People Analytics can deliver value through this Covid-19 situation. The meeting will be host on July 23rd, at 12:00 PM (Buenos Aires time). It will be in English and then we'll share the recording with Spanish subtitles. Find out more in our LinkedIn's group: https://www.linkedin.com/groups/13713128/
  26. 'Landing the New Normal' is free and available for anyone to download. In April we ran a short study looking at how HR and people analytics functions were operating during the early phases of the COVID19 crisis. In May, we built on these foundations to explore the decisions organisations were making as they began to adapt for the 'New Normal' - and how HR and people analytics teams were adding value to these decisions. The report, written by @Megan Marie Butler, @Andy Charlwood @Jordan Pettman, @David Shontz, @Mike Ulrich and @Nigel Dias is free and available for download by clicking here or the image below. _______________________________________________________ Highlights from the Report From the foreword written by Jordan Pettman: From the Executive summary: What who are HR and People Analytics providing analytics to? What type of analytics are functions doing to help decision-makers?
  27. In September last year, I write a guide for How to Run an HR and People Analytics meetup. In those pre-COVID19 days, the guide was really talking about in-person events when we could come within 2 metres of each other and most of us had probably never worn a face mask. Like everything else meetups have gone digital. Since March, HR and people analytics meetup organisers around the world have been experimenting with ways of taking our communities digital. It has been a learning journey, and there are pros and cons to this new format. In this blog I wanted to share the experiences of the London HR and People Analytics Meetup community, as we've adapted for this new world. We invite other meetup organisers to contribute their own blogs or comments. We also invite you to download our Virtual Meetup Slide Deck Template by clicking here on the image below: So what tips do we have for moving your meetup virtual...? Virtual Tip 1: Replicate In-Person Feel and Vibes Many of us have learned that the success of virtual meetings requires a shift in attitude - not just from the person leading the session, but the people attending it too. We send an email out 48 hours before the meetup and open with some guidelines to help everyone get into the right frame of mind. My general guide to the community is a simple challenge: "As a community, we need to work together to replicate the feel and vibe of an in-person meetup. Would you feel comfortable doing something at a physical event? If yes, then feel free to do it at the virtual meetup.". More more specific guidelines: Webcams On. We think the 'connection' people feel in meetups requires an eye-to-eye connection, so unless you are invisible in real life we ask everyone to switch their cameras on. Be Present. In a normal meetup, people tend to respect the presenter and they don't walk around and do distracting things. The great thing about a virtual event means you can join from anywhere, but please don't join in a way that negatively impacts the experience for other people. Ask Questions. We allow anyone to unmute themselves so they can ask questions whenever they want (just like in real life). Have Fun. It is just a meetup, so don't stress! Virtual Tip 2: Be Inclusive You shouldn't assume everyone feels as comfortable as you are with your web platform - in fact, it can be a great way to alienate some of your community if they feel unable to navigate your sessions. At the beginning of every session, we do a quick 3-4 minute demo of all the functionality they need to know about. Virtual Tip 3: Your Networking Will be Fine (it might even improve) Most meetup organisers feel that the biggest value their sessions bring is the networking and sense of community - and they are worried that this will not translate into virtual webinars. At the in-person London meetups the networking is high energy, and it was a concern for us - but the feedback on our networking as been extremely positive. Some ideas for you to consider: Use Breakout Rooms (Zoom). Zoom has a great feature called 'Break Outs', which allows you to create mini virtual meetings within your big Zoom meeting. You can click a few buttons and send everyone into mini groups of 4-5 people to chat on their own. This works very well for us. Given Enough Time. Make sure you give people enough time to network. You can always end the networking early if you need to. Use Digital Tools. Other groups are using tools like Mentimeter, Miro and more to improve their experiences. Suggest Questions or Themes. Suggest questions for people to ask each other in the virtual meetups to help them get started. Eat and Drink. This is probably my personal view but there is something human about eating together and our networking usually happens over pizza and beer. Encourage people to bring a snack for the networking. Virtual Tip 4: Keep Recording and Writing Up and Keep Going The biggest trick to long-term Meetup success is still the same trick as a successful change management programme... Keep going, maintain clear momentum and communication and share successes. If you can, tell people when the next meetup will be, and share the blogs and recordings of your sessions (on the ThinkTank?) so other people can see what they missed and join in the future. Finally... I hope this helps. If anyone has any other questions about the London meetups or suggestions or ideas, please let me know. Here are the useful links if you want to start your own meetup: Register Your Meetup on the Global Meetup Map Put your Meetup Event on the New Global Meetup Calendar Join our the Meetup Organiser Linkedin Group.
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