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  3. 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
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  5. 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 ...
  6. 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!
  7. 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.
  8. 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
  9. Learning contents on HR analytics, e.g. ONA, workforce planning etc. Links from other websites on HR analytics projects, e.g. github etc.
  10. 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/
  14. '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?
  15. 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.
  16. Posted in September 2019 on the original ThinkTank forum. 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. ________________________________________How to Run an HR and People Analytics Meetup Relevant Links: Linkedin Group to connect with other HR and People Analytics Meetup Organisers. Vision Slides for Meetups. Relevant Links: Need sponsorship? Maybe we can sponsor, or put you in touch with someone who can. Please email contact@3nstrategy.com. Need help finding a venue? Maybe we can help, or someone in our network can help. Please post in the Linkedin group or email contact@3nstrategy.com. 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 contact@3nstrategy.com. 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. 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. 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. 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.
  17. Over the last two years, our research community (and the users of our Forum) have grown significantly, as has the content available for them to access. Each piece of content hopefully has the potential to help an HR analytics practitioner think differently either about their function or their career - but like a good dashboard or report, we need to make it easier for them to experience this evidence in the first place. To do this, we are happy to launch the new HR Analytics ThinkTank Forum. How do you access this new site? If you are reading this blog, you are already on it! If you had a user on the old site, check your inbox for your new login details... The new Forum has many nice and useful features, and we'll be rolling out more and more over the summer. For now though, what might you want to check out? Here are our top 4 favourite features of the new platform... 1. Get updates more easily in the News and Updates section Want to read the latest articles about the ThinkTank research or news about the industry? This is the section for you. Everything on this page is curated by the core ThinkTank team and is the best way to stay generally up-to-date with research activities. 2. Access Exclusive ThinkTank Content more easily As you probably know, there is no financial cost for accessing any of our content, however some content is exclusive to people who have contributed their knowledge and experiences to some of the ThinkTank research. Anyone who has taken part in any of our research, you should be able to explore the exclusive webinars and downloadable reports in this section. 3. Keep Up to Date with Events Want to keep up to date with ThinkTank events, and up-to-date with HR and people analytics meetups taking place around the world? Most pages on the ThinkTank now contain a calendar so that you can always stay in the loop with upcoming opportunities to improve your knowledge and grow your network. 4. New Community Content Library Over the last two years, Meetup organisers have been contributing videos and presentations to our ThinkTank library. This library now contains examples of attrition modelling, ONA, text analysis and even a selection of non-HR analytics events. The new Community Content library allows anyone in the world to add their contributions to this massive free resource section, and allows library users to filter depending on the content type, topic and also language! That's it for now, we hope you enjoy it. If you have any suggestions for further features or site areas we could create, please suggest it in the Forum Suggestion section. We're open to anything, so please let us know.
  18. We've announced the next meetup "Practical steps for adapting to the "next" (no longer new) work normal"It is a time of crisis, economic, health, justice, human crisis. We are in the middle of a pandemic, a national outrage and struggle for social justice, and entering the hurricane season. Can we get a break!? I hope all of you and everyone in your family, community, organization, and neighborhoods are staying safe and healthy.Excited to announce our next virtual meetup to discuss stories and practical steps on how organizations are adapting to the new reality. We are excited to have a brilliant lineup of panelists:Genetha Gray, Lead People Research Scientist at Salesforce who worked on 'work.com'Jon Agnone, Director of People Analytics at TableauMatt Sigelman, CEO of Burning-GlassRachel Grace, Sr.HR Director, Quest DiagnosticScott Walker, People Analytics at DropboxRegister here: https://www.meetup.com/HRAnalyticsPros/events/271057418/
  19. Hi!Madrid and Barcelona Meetups will join this time and celebrate our first Meetup online with Ironhack sponsorship. The session will be in Spanish and very informal, we have inveted some speaker to "have a beer" and talk about People Analytics.You can register here: https://www.crowdcast.io/e/pas-meetup
  20. 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.
  21. 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.
  22. To watch the presentation of these results with @Nigel Dias, Andy Charlwood and Mike Ulrich, please click hereForeword by @Andy Charlwood, Professor of HRM at University of Leeds and ThinkTank Academic Partner The Covid-19 pandemic constitutes an unprecedented crisis for most organisations, who are having to rapidly find new ways of working and organising while also facing huge shifts in customer and supplier behaviour. Along with my colleagues in the HR Analytics ThinkTank, I was really interested to find out more about the role of HR analytics teams in responding to this crisis. Our survey starts to shed some light on this. For me, some of the more interesting findings are that: HR analytics teams appear to be finding a new audience for their work, providing data and analysis to a broader range of stakeholders. A lot of the data and analysis HR analytics teams are supplying is fairly simple reporting of things like sickness absence and who has capacity to work from home. This is perhaps unsurprising. In new and unprecedented situations the first thing organisations need to do is get the essential facts so that they can make decisions. Further, some of the more advanced things that analytics teams do will need revising because of the crisis. If dramatically larger numbers of workers are off sick because they have been instructed to stay at home of they have any symptom associated with Covid-19, traditional predictive models of sickness absence will no longer be able to predict sickness. A similar point is likely to apply to predicting turnover. It will be interesting to see how the activities of HR analytics teams evolve over the coming weeks and months. How are social networks changing as more people work remotely? What is happening to morale, motivation and productivity of people in newly remote teams? There are a lot of important HR analytics questions to try to answer to help organisations and their people get through this crisis._______________________________________Executive Summary Interesting times does not seem adequate to describe the magnitude of the disruptions the Covid-19 crisis is having on every aspect of our lives. In this unpresented time of uncertainty, businesses are facing new challenges putting systems to the test including people analytics (PA) teams and businesses/HR teams ability to data and insights to make decisions with less than perfect information and an unclear future. The HR Analytics ThinkTank asked the question, 'what questions are people analytics teams being asked by businesses?' and what can we expect in the next stages of the crisis. Though the future is unclear including how long government measures to slow and reduce the spread of the virus, this report highlights the insights we can find from the common experiences of members from the community with interpretation by @Andy Charlwood, @Mike Ulrich, and the HR Analytics ThinkTank practitioner board members. The story the data is telling is what should be expected from a situation like this, argues Andy Charlwood and Mike Ulrich, during the first few weeks PA teams were challenged with answering the basic questions to help business face the immediate issues. As expected, the impact has occurred in time with regional and industry responses to the crisis. As Mike Ulrich points out, this is the first of four stages that should be expected. During this first stage as business need to address immediate challenges PA teams are focusing on collecting basic data and reporting over more advanced techniques. Andy Charlwood argues that the key to future survival will be getting this early data collection right as it will be used to address new challenges we will face in the next stages and as we head back to normal and for later reflection. With the importance of data at this time a potential challenge could be access, however most (95%) report that this is not the challenge but rather the tools to add-value to the data are effecting nearly half (45%). The next stage will see PA teams answer new questions, including questions about how employees are coping with their new working arrangements including the challenges of working from at home, risking their lives as essential employees, or leaving their employment – and the overall mental health of employees as all deal with uncertainty and stress of the situation. PA teams have an important role to play throughout the crisis and should be expecting to address new questions and challenges and we expect an overall change to how we work in the future._______________________________________HR Analytics decisions during the first stage of the crisis – what's happening now The survey responses show that PA teams focus on answering to business critical questions as businesses and people shift in the first stages of responses to government imposed measure to slow and prevent the spread of the Covid-19 virus. These basic business questions range based on the current state of the industry and the region, though all address basic needs. The next stages will likely see PA teams answering new challenges as we enter new stages of the crisis. There is evidence that HR analytics insights is playing an increasingly important role with an increased need for insights to business leaders. As leadership teams demand more insights which will likely continue throughout the crisis and an opportunity for HR analytics teams to help even more.ThinkTank Fact: 85% of functions participating in the wider TT research claim to be sponsored by the most (or very) senior HR leaders in the business._______________________________________What types of data is being use and how? - how are we doing it The commonality of the different questions PA teams are answering is the requirement for basic data to answer them. Data has historically been a HR analytics weak spot, including the quality, type, and ability to collect, analysis, and access data.To be able to add value throughout this crisis, PA teams need to ensure that they have the basics done well. The basics data is what will add value down the line as new challenges emerge as we enter new stages of the crisis including returning to 'normal'.Having the right tools is also a common challenge for PA teams, and this is no different now with nearly half (45%) of respondents reporting that they lack tools to add the most value to decision-making through this crisis.A surprising finding was that 95% of respondents indicated that they were able to access data, software, technology require since past experience working with PA teams has found strict access requires access to be done onsite._______________________________________How can PA teams prepare for the next stage?- what next Given the historical challenges of data and tools for PA teams, now it the time to ensure that basic data is done well and some creativity is required to identify alternative data that could be used to address new and challenging questions.Several factors are likely impacting functions ability to complete predictive and prescriptive modelling including the magnitude of the disruption to basic behaviours. Though typically it takes several months to years to develop predictive and prescriptive functions, there is opportunity to accelerate the process starting with building a strong data collection foundation.An important note is to critically evaluate the data and what it represents and the impact of changes to work, for example timesheet data tracking hours worked at home may not translate to the same hours worked in an office. Though, there is an important opportunity to think about new and alternative data sources, such as regional outbreak data to predict the impact on frontline workers.Building a strong data foundation will enable PA teams to answer the immediate questions, and face the challenges of the next stages including the mental health toll that this crisis will play on everyone working on the frontline and from home.ThinkTank Fact: Functions capable of producing Predictive and Prescriptive value were 30-40 months old.
  23. The presentation below was recorded at the Leeds (UK) HR and People Analytics Meetup. To find out about the next Leeds meetup, please visit our Meetup listings page or sign up to the ThinkTank's newsletter. If you would like to start your own meetup and would like to share it on the Forum, please let the @ThinkTank Admin know.During this session, @Megan Marie Butler (PhD student at the University of Leeds and AI Research Analyst for HR at CognitionX), took participants through some of the ways in which AI is being deployed in HR.
  24. Text:The presentation below was recorded at the Leeds (UK) HR and People Analytics Meetup. To find out about the next Leeds meetup, please visit our Meetup listings page or sign up to the ThinkTank's newsletter. If you would like to start your own meetup and would like to share it on the Forum, please let the @ThinkTank Admin know.During this session, @Antony Williamson (Head of HR Systems, NHS England), took participants through some of the challenges of doing HR analytics in the NHS.
  25. The presentation below was recorded at the Leeds (UK) HR and People Analytics Meetup. To find out about the next Leeds meetup, please visit our Meetup listings page or sign up to the ThinkTank's newsletter. If you would like to start your own meetup and would like to share it on the Forum, please let the @ThinkTank Admin know.During this session, @Sharna Wiblen (Assistant Professor at the University of Wollongong,Visiting Research Fellow at the University of Leeds, and research partner of the HR Analytics ThinkTank), took participants through her research on the way organisations think about talent.
  26. Ready to dive into this case study powered by Apostol Mushmov and HR & People Analytics Sofia Chapter?If your answer is yes, then click below to watch the video recording of the online meetup #5. We like sharing and this is why we also attached the slide deck for the curious ones:)About out guest lecturer:Apostol Mushmov has a Master’s degree in Applied Mathematics. With initial strong academic background from the University of Greenwich London and then moving to business. He has more than 15 year of professional experience in the field of Data science and advanced analytics. The mathematical modeling projects he was being part of involves different industrial domains such as telco, insurance, banking, etc. At the moment he is doing a PhD research in the field of Business Administration with a very interesting subject of “Gamification for employee motivation”.
  27. HR & People Analytics chapter in Sofia, Bulgaria is happy to share the video recording from the PeopleAnalyticsMonth initiative by Nigel.Originally we planned to gather in our favourite location at the heart of the Bulgarian capital but due to quick change of events we managed to regroup quickly and help the meet up online in Zoom.The topic of our presentation, demo and Q&A was People analytics - smarter, strategic and informed talent decisions.For more details you can review the attached slide deck and learn more about the journey of the local community and our next event planned again online on April 8h, 2020Watch the recording here: Hope you find it useful/interesting and "see" you soonYana
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