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  2. Our next SoCal People Analytics meetup is about a skill we all use daily in our analytics profession, data visualization. Our guest Cindy Xiong from Northwestern University's Visual Thinking Lab discusses perceptual and cognitive biases in Visual Data Communication.Cindy's research combines visual perception, cognition, and data visualization. By investigating how humans perceive, interpret, and make decisions from visualized data, she answers questions such as "what are the underlying perceptual and cognitive processes when people make sense of data visualizations?", and "how can we design an effective visualization or tell a good story with data?"RSVP: https://lnkd.in/geYT7Tk
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    Join the Chicagoland People Analytics group for a (free) virtual meetup on Benchmarking. We've likely all been asked to provide benchmark data at some point. Join Andy Chandarana, Global Workforce Planning and Analytics Leader at Dover Corporation, to discuss resources and best practices regarding HR Benchmarks. Learn how to position results and important considerations and caveats of benchmarking. RSPV at meetup.com
  4. HR Analytics ThinkTank

    How to Run an HR and People Analytics Meetup

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    Do you want to start a Meetup community for your local community, bringing together HR and People Analytics practitioners and sharing stories, ideas and innovation? Every two month we host an call with myself and a few of the other meetup organisers to talk about running Meetups and how you can start your own community. In each session we cover: What is a Meetup? How do you start a meetup? How do you structure your sessions - and how can you use our speaker library to find more speakers and topics (for free)? How do you plan virtual and real-life events? How do you get more people to attend your community's events - and how can the HR Analytics ThinkTank share your events with our global community (for free)? Running a Meetup is not easy - but it does not have to be really hard either. We cannot run your group for you, but by bringing together Meetup organisers, creating a support group and providing you with free support materials and marketing support, hopefully we can encourage HR and People Analytics meetups to exist all around the world. To register your details, please complete this form.
  5. The presentation below was recorded at the Virtual London HR and People Analytics Meetup. To find out about the next meetup, please visit our Meetup Calendar 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, @Keith McNulty (Author and Expert Mathematician and Statistician at McKinsey & Company) took attendees through the nature of regression analysis using key methods from his latest book, “Handbook of Regression Modeling in People Analytics” and coordinated some live data analysis in session. Enjoyed the session and want to hear more from Keith? You can also download Keith’s deck from the session HERE. You can download the code used in the session from Github HERE. You can pre-order the book “Handbook of Regression Modeling in People Analytics” here. All proceeds will be going to the R-Ladies charity to help provide more opportunity for underrepresented genders within the R community: HERE.
  6. In this short study, the HR Analytics ThinkTank continues its research into HR and people analytics careers, exploring what they look like and what skills make different types of analytics professionals more successful.This study will explore the following questions: What are the detailed skills of HR and people analytics? Which skills are associated with different types of HR and people analytics roles? Which skills seem to result in more effective and successful people analytics practitioners and functions? The project is being led by ThinkTank Chair, Nigel Dias with support from Keith McNulty. To participate in the study please click here.
  7. Having the right HR analytics technology is seen as crucial to the success of data-driven HR. Previous research by the ThinkTank suggests that organisations with good visualisation tools are three times more likely to create strategic value with HR analytics. The question is: is there any criteria and roadmap to select analytics technologies and solutions? 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 in their organisations. As part of this, we are launching a study to better understand how HR Analytics professionals select technologies and solutions, and provide a roadmap for them to select tools in the future. This study will explore the following questions: How do organisations decide on HR technologies and solutions? To what extent are these decisions conditioned by existing legacy systems or best practices implemented by competitors and recommended by consultants? Do certain combinations of technologies and solutions render different HR analytics insights? If you are an HR analytics professional, we invite you to participate in our research by completing this survey. By taking part you will receive a free copy of the final report in June/July, 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. Is there a set of criteria to select analytics technologies and solutions? Most people like to think they make decisions based on rational criteria, such as pricing, effectiveness, utility and quality. However, life takes the better of us and more often than not, there are other reasons that lead HR analytics professionals to choose their infrastructure. Prior research has shown that existing legacy systems and the potential dialogue and integration between old and new systems are often the reasons behind a particular technology contract. Some organisations work with vendors associated to their main HRIS. Other times, price can lead a HR Analytics team to select open source and develop their technology in-house. What we do not know is whether there is a pathway to effectively select technology and solutions depending on what we have and what we need as a HR Analytics function. Are there combined technologies and solutions that provide more effective HR Analytics insights? Most consulting research has shown different models of HR Analytics maturity. However, these can be somewhat simplistic. As we know, sophisticated analytics is not always correlated to state-of-the-art technological infrastructure or vice versa. There are other issues at play: the priorities of the HR Analytics team, their reputation within the broader HR function, their size and scope, their skillsets, and so on. This research project will uncover different roadmaps of technology selection in context, not only within organisations but across them. In this vein, are certain combinations of technologies and solutions common within a particular industry? Why participate in this Selection of Analytics Technologies and Solutions 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 their infrastructure against other HR analytics functions’ and provide insights on how they can improve their technological journey. We also expect our final report will help break misconceptions around HR Analytics maturity and technological sophistication. 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 HR Analytics function’s technological infrastructure. If you wish to participate, we will ask you to complete a very brief survey. A few people may also be asked for a short interview if they are willing to share further with us. Data will be collected from February to June 2021, and we anticipate sharing our initial findings in July. To register to participate in this research, please complete this form.
  8. Note from the ThinkTank: In February, the HR Analytics ThinkTank released a milestone report, What Do Career Paths in HR Analytics Look Like?. Over the next few months we are releasing further mini-analyses based on the same data set, such as this analysis of HR analytics skills by Tanner Marcum below. What are the most common HR Analytics and People Analytics skills? What are the skills most commonly held by HR analytics (HRA) professionals? Are HRA professionals all statisticians? Do they have a variety of functional HR skills in addition to their assumed analytical abilities? We have come closer to understanding the answers to these questions by carefully reviewing the career profiles of nearly 200 HRA professionals. On LinkedIn, users can self-select any number of skills, and their peers can endorse the user for those skills. As we began looking at the skills nearly 200 HRA professionals listed on their own profiles, particularly those skills with higher peer endorsements, three categories emerged: (1) analytic/system skills, (2) HR skills, and (3) business skills. Additionally, LinkedIn users may also determine which top three skills they would like featured first on their profile. Glancing at the skills HRA professionals select to feature first may tell us how they see themselves or indicate which skills they view as most relevant to their HRA role(s). What type of technical HR analytics skills are the most common? So, are all HRA professionals SQL wizards? Do they all have to know Python backwards and forwards? The short answer is no. In general, only 13% of HRA professionals indicate some level of proficiency in SQL and 8% in Python. The top three analytic/system skills among the sample of profiles reviewed were HRIS (26%), Excel (23%) and Tableau (15%), indicating that more important for HRA professionals broadly is a working knowledge of their people management software, varying levels of experience and exposure to Microsoft Excel, and an eye for data visualization and reporting. However, more technical software skills are still important for many HRA professionals, especially if they work within specific HRA roles. For example, the top analytic/system skills of those considered working as data analysts in HRA were SQL (36%), Excel (27%), and R (27%). What type of HR and business skills do HR analytics professionals have? Looking briefly at the HR and business skills of HRA professionals, we learned that Recruiting (21%), Talent Management (17%), and Employee Engagement (14%) are some of the most common HR skills of HRA professionals. This is not surprising when we consider that immediately prior to working in an HRA role, of over half (54%) came from other areas within the HR function, and over half of those did generalist work or worked within talent acquisition/retention. Additionally, a glance at the more general business skills HRA professionals shows many are skilled in Project Management (30%), Process Improvement (13%) and Leadership (11%). How do HR Analytics professionals see themselves, based on their skills? Finally, we can catch a glimpse of how HRA professionals see themselves by highlighting which skills most often occur within a person’s top three. In our sample, Human Resources (23%), HR Analytics (13%) and Leadership (10%) were most common. Therefore, though more technical than most HR roles, HRA professionals still view themselves very much as HR professionals and often lead their organization’s efforts in the HRA space. While there is still much to be learned about the skillsets and talents of HRA professionals, a nod to the skills they themselves indicate having does help paint a picture of where the industry sits currently.
  9. How do we begin to round up such an inspiring month of key discussions, hours of networking and amazing presentations? It is only right to start with a huge thank you! Thank you to everyone who took the time out to get involved in #PeopleAnalyticsMonth2021. From the ThinkTank meetup organizers, to attendees, to the stable wifi that has managed to pull us though this strange year, we say thank you!It’s not always easy to connect in the virtual world, many of us have felt fatigued from the constant screen time. So it is always lovely when you, HR enthusiasts, still take the time to attend meetups from all around the world. There were an amazing 13 meetups hosted this year, from across 7 different time zones! All discussing the most up and coming key topics within the industry, such as; · Data Visualization · Insights · Data Story-telling · Career Paths in HR and People Analytics · Data Engineering · Diversity and Inclusion · Change Management What happened during People Analytics month? To kick off the month, the Chicagoland group hosted by @Alina Guarise, organised a discussion on harmonizing datasets with HR leader @Janelle Ketterer. Setting the precedent for the following weeks where @Mei Kim LA Meetup, from the South California meetup, hosted discussion on Human Capital reporting and @Marta Gascon from the Spain meetup, looked at how to visualize Human Resources data on a dashboard using PowerBI. These are only a handful of some amazing presentations that were held throughout the month. You can access all of the People Analytics Month meetup write- ups through our Community Content Library Why does the HR Analytics ThinkTank want to grow the grassroots HR and people analytics community? The HR Analytics Think Tank is a community of meetup organisers with a love for HR analytics. At the Think Tank, we believe that creating a space for analytics enthusiasts to come together, makes room for innovative and pioneering discussion. The meetup organisers have created their own communities around the world and we think this deserves to be celebrated. The organisers do amazing work that this platform allows them to share it with a wider audience. People Analytics Month is a way to showcase all the organisers efforts, on an international stage and in turn they can help to build their communities even further. In the ThinkTank’s Career Pathing research we saw that people join the HR analytics professional from many different ways of life – in fact on 58% of practicians had an HR background, and of those 71% were from non-HR systems backgrounds. We also saw that there were 7 different types of skills relevant to the practice of HR analytics. For us, by bringing together people with most diversity of mind and experience will not only help HR to continue embracing data-driven HR practices but also drive innovation in the field too. To be able to create a space where HR data enthusiasts are able to gather, learn and share the knowledge they have learned at meetups is a key step to embedding HR analytics into the mainstream HR practice. Next Steps: Join your local People Analytics meetup or Start Your Own Find your nearest meetup group and their profiles through our Global Meet Up Map. You can also find all of the upcoming meetups in our Calendar and book your place too. Feeling inspired to start your meetup? We are always welcoming new organisers who are keen to create their own communities. Come along to our quarterly “How To Start a Meetup” sessions to run through our step-by-step process and ask any questions you have. You can then work through our comprehensive “How To Start A Meetup” guide that can take you from planning to fully form meetup in 6 steps. Access our guides for physical and virtual meetups here
  10. HR Analytics ThinkTank

    How to Run an HR and People Analytics Meetup

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    Do you want to start a Meetup community for your local community, bringing together HR and People Analytics practitioners and sharing stories, ideas and innovation? Every two month we host an call with myself and a few of the other meetup organisers to talk about running Meetups and how you can start your own community. In each session we cover: What is a Meetup? How do you start a meetup? How do you structure your sessions - and how can you use our speaker library to find more speakers and topics (for free)? How do you plan virtual and real-life events? How do you get more people to attend your community's events - and how can the HR Analytics ThinkTank share your events with our global community (for free)? Running a Meetup is not easy - but it does not have to be really hard either. We cannot run your group for you, but by bringing together Meetup organisers, creating a support group and providing you with free support materials and marketing support, hopefully we can encourage HR and People Analytics meetups to exist all around the world. To register your details, please complete this form.
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    TO REGISTER TO THE EVENT PLEASE CLICK HERE. About this event On 6 July, the London HR and People Analytics Meetup looks forward to hosting an interactive virtual session with Keith McNulty, who returns to our stage as we celebrate the (physical) book launch of his Handbook of Regression Modeling in People Analytics. About Speaker Mathematician, statistician, human capital analytics leader, Industrial-Organizational Psychologist, Psychometrician and Data Scientist in R and Python and Global Director of Talent Science and Analytics for McKinsey. Keith McNulty is a globally recognised leader in the people analytics space and a champion for the technical side of the practice. In July the London People Analytics group is excited to welcome Keith back to our Meetup stage where we will be celebrating the print and Kindle launch of his now famous e-handbook, Handbook of Regression Modeling in People Analytics. Why Attend? Unlike our usual sessions, Keith will be presenting during both halves of the session, with our usual networking break in between. We are working with Keith to add in interactive components and maybe even some live coding, and will also be combining the session with a special mini-study being conducted by the HR Analytics ThinkTank. Topics Keith will be covering: 1. What is regression modeling? 2. Why is regression modeling like a ‘Swiss Army knife’ in People Analytics? 3. When to use different types of regression techniques. 4. Live examples of regression modeling using datasets from the book And of course, we'll be doing a half-hour networking break for everyone to meet and chat like normal! Supporting R-Ladies All the author’s proceeds from the sale of Handbook of Regression Modeling in People Analytics and from the London Meetup will be donated to R-Ladies, an organization which promotes diversity in statistical programming. Please click here for more information: https://rladies.org/ About the London HR and People Analytics Meetup Community The London HR and People Analytics meetup is a community of over one thousand HR and people data enthusiasts. Representing industry veterans and aspiring leaders to data scientist and students to non-HR nerds. We have three rules: This is NOT a conference, so don’t treat it like one. There is no wrong question OR answer. Ask any question you want (about analytics)! Innovation comes from people talking. So talk to as many different people as you can.
  12. The Stamford Meetup convened on March 9th to continue our dialogue on best practices in data visualisation. Five participants were able to share their own “blinded” material for feedback from the group. Topics ranged from how best to summarize and display recruitment data to how one organization used social media data to better understand how recent events may have impacted their brand. A few key learnings from the group included the importance of knowing your audience in crafting visualizations and how effective change management activities play a large role in the work we all do in people analytics. The “round table” approach that we adopted in 2020, where we select a topic and dive into it in detail during the session, continues to provide our group with great content and momentum. This informal setting has allowed all the chance to participate, which has in turn helped us to build stronger relationships with each other. We’re looking forward to our next session (to be scheduled in May/June) that will dive into D&I reporting and analytics in more detail. We always enjoy seeing new faces and hope that others will consider joining one of our upcoming sessions!
  13. Take Part Now RESEARCH CLOSED (19 July 2021). About the Research The Performance management has changed significantly in last decade, moving from one-time annual appraisal to a continuous process of managing and evaluating performance to align individual performance to the organisation’s goals. Now with the rising growth and importance of evidence-based decision making, we believe that HR analytics will certainly not leave the area of Performance and Reward management untouched. Eventually, this leads us to our main research question: What is role of HR analytics in the decision-making process in Performance and Reward management? Research Sub-Questions What are the common decisions being made in organisations related to Performance and Reward management? What is the role of HR analytics in Performance and Reward management decision making? What kind of metrices/tools or technologies are used to carry out such decisions within an organisation? How and when Performance and Reward data driven decisions are being made? Context of the Research Despite ongoing changes in the performance management and its link with Performance-related reward, it is still widespread, especially in the private sectors. However, the harsh reality is too few organisations effectively link performance with rewards that result in a struggle to attract, retain and develop the best talent (Hearn, 2011). With the advent of technological advancement and the current pandemic, 87% of HR leaders are now looking to make changes in their performance management (Gartner, 2021), and this signifies the importance of decision making concerning how performance management will be done in the near future and what kind of decisions will be made. The decision-making process in the field of performance management and reward lacks research evidence. Therefore, it has become integral to study the most common decisions made by HR professionals, the judgments and biases present in those decisions. Judgments are automatic assumptions that a person or a team implicitly has about aspects of a decision (Hastie & Dawes, 2001), and biases are systematic so that they can be de-biased or nudged (Artinger et al., 2015). Thus, with the help of this study the research is trying to explore the rationality behind those decisions and judgments and will spot the biases within the social context of the performance management and reward area of HR (Hertwig & Herzog, 2009). As a result, recommendations on making better decisions and avoiding biases will be suggested. With the growing demand of evidence-based decision making, it is also essential to take explore the role of HR analytics in the field and how it can value add. Why participate in this research? By sharing your experiences and perspectives with us, you will help the HR Analytics ThinkTank team to draw conclusions on how Performance and Reward decisions are being made in organisations using decision canvas (framework that helps any individual make better decisions) and the role HR analytics is playing in the decision-making process. We anticipate our findings will help professionals trying to adopt evidence-based decision for their Performance and Reward strategies along with sharing the best industry practices and remove present biases. We also expect our report will help us to better understand the link between Performance and Reward and will contribute to the ongoing debate moving reward away from performance. 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 There are many more exciting questions we hope to answer with this study. We are currently looking for participants who are willing to enlighten us with their experience in the field of Performance and Reward. If you wish to participate, you will be invited for a short pre-interview questionnaire followed by an in-depth interview (60 minutes) from mid-June to mid of July. Interviews will be arranged during April-June 2021, and we will be sharing our initial findings in September 2021. Target Audience Talent & Reward Directors/ Talent Directors HR Directors with a strong involvement in Performance and Reward HR Business Partners Senior Managers (managing Line managers) Project details: Researchers: Sanchayika Joshi, LSE Masters Student Beatriz Valverde-Sanchez, LSE Masters Student Project sponsor: @Nigel Dias, Managing Direct at 3n Strategy, Chair of the HR Analytics ThinkTank Other information: To find out more about this research project or other research projects the HR Analytics ThinkTank is working on, please feel free to contact: contact@3nstrategy.com to set up a meeting.
  14. Its the time again! The Birmingham People Analytics Meetup are meeting again in May. The date is 19th May 2021 at 6pm 🙂 via Zoom. It would be great to see you all there who are interested in People Analytics and the future of work. We will be discussing a big topic around Data Engineering! Max Blumberg and Alessandro Linari will be discussing this important topic.We have so much data but where do we put it!? how can we organise it!? this not only has been a problem for people in People Analytics but i believe it sure is a problem in HR too. If you want to join please follow the link below:
  15. En marzo tuvimos el #MeetupMonth también en Buenos Aires, y aprovechamos para hacer una presentación entre los organizadores del capítulo. Siendo el mes de la mujer, nuestra meetup tuvo 2 ejes: · Diversidad e inclusión · Gestión del cambio y People Analytics Dentro de diversidad e inclusión, Particia Hartvig nos comentó sobre los distintos tipos de diversidad. Además, reflexionamos sobre que el aspecto más importante de la diversidad es medirla. Medirla para garantizarla, para obtener una diversidad y así ser inclusivos. ¿Cuál es la mejor forma de medir la diversidad? Tomando los indicadores que observamos siempre y observándolos por edad, antigüedad o permanencia de mujeres y varones. Si una empresa tiene 50% de líderes hombres y 50% de líderes mujeres, ¿tiene igualdad? A priori no lo sabemos. Si segmentamos y vemos que los líderes hombres tienen en promedio 5 años en la compañía y las líderes mujeres 12 años, podemos interpretar que las mujeres tardan más en llegar a esas posiciones o que ante la salida de un líder, prefiero cubrir esa posición con una persona de afuera de la empresa en lugar de hacer crecer a alguien. No parece muy igualitario, ¿no? En el segundo bloque, junto a Lucila Baus conversamos sobre la importancia de realizar una gestión del cambio durante la implementación de People Analytics y también sobre el uso de herramientas de People Analytics en procesos de gestión del cambio y clima organizacional. ¿Cómo podemos hacer más eficientes las encuestas de clima organizacional? ¿Es necesario hacer una encuesta grande al año? En primer lugar, junto a los participantes, acordamos que es valioso realizar una encuesta un poco más completa 1 vez al año; pero al mismo tiempo es igual de importante tomar pulsos cortos en muestras poblacionales de forma más frecuente para ajustar nuestras acciones desde Recursos Humanos.
  16. To celebrate People Analytics month in Mexico City Alejandra Felegrino, Federico Barcos von der Heide and Cristian Brehn shared their experiences in implementing People Analytics to make the Human Resources area a contribution center. We talked about how to achieve analytical maturity in organizations and how data alone has no value. The importance of creating an operational management model that can facilitate sustainability in the execution of analytical projects. During the session we talked about the tactical and strategic edge of People Analytics. The tactics related to data and technology. Important axes that arise in companies that are just beginning their analytical journey. We review the barriers that exist in HR on the topic 'data' and, how sometimes it is a management or conceptual limitation to start a project and the place that technology occupies in this type of project. We also address more strategic issues related to how to articulate a value chain that starts with defining a business question that can be answered from a people perspective. We emphasized that People Analytics is a diagnostic phase and needs a work plan to deliver value.
  17. People Analytic professionals from across the country had the opportunity to learn from Chief Talent Data Officer Tina Burke how Deloitte U.S. uses data-driven insights to strengthen their talent and business decisions. Deloitte is the world’s leading global provider of advisory and consulting services, and the virtual participants truly valued the information that was shared. Perhaps the most interesting comment made by Tina was the concept of self-efficacy; Deloitte professionals who truly believe in their own competency tended to be the most successful. Delivering this insight was possible because the ability to manage, support, and analyze employee activity is a Deloitte priority. Current People Analytic goals include accelerated reporting times and an ability to predict challenges to alert relevant stakeholders of potential issues before they occur. Tina’s team provides each LOB with business metrics such as the ideal ratio of the breadth of a consultant’s expertise to client caseload. Deloitte recognizes these valuable contributions by providing Tina with strong leadership support. Tina identifies this support as being critical to her team’s continued success. The Philadelphia People Analytics Meetup has regular sessions throughout the year. Further information can be found at either or by requesting membership in our private LinkedIn group. For special requests, please reach out to Joe Grohovsky, joe.grohovsky@onemodel.co
  18. On the 3rd March 2021, during #PeopleAnalyticsMonth, the Birmingham People Analytics Meetup had a social to reconnect with everyone in 2021. The meetup spoke about how things were going in peoples roles and how the current COVID-19 has affected their people analytics work. There were introductions because we had new people join the call and then we went into breakout rooms to network amongst ourselves. There was interesting topics discussed from data engineering, people analytics in power BI and doing people analytics the right way with the right tools. There was also a discussion around how to have a career in people analytics and what that looks like.
  19. To conclude a successful People Analytics Month, the London Meetup Group gathered virtually on the 30th of April to discuss the first topic of Career Paths in HR Analytics led by @Mike Ulrich @Jordan Pettman and myself. Initial focus was placed on the Career Path in HR Analytics Report with discussion on the types of participants within the study and general profiles of participant backgrounds. The discussion was then narrowed down to more niche topics such as what HR professionals do next and what we can tell about HR leaders, from the study results. Discussion was then opened up to the group with many contributions from attendees. Key topics of discussion included What do HR Professionals do before a career in HR analytics What kind of roles do they undertake during their time in analytics What do HR professionals go on to do after a career in analytics Then our guest speaker Gigi Oliver, from the FCA gave a short presentation on cognitive diversity within analytics. Looking at the important of diversity in data with brief discussion on AI and the issues of diversity within algorithms. There was also time for networking where our attendees, from all walks of HR, were able to connect and share their own experiences within the industry. We’re glad that London meetup group is still so engaged, even in a virtual setting! We’re looking forward to our next session in July.
  20. Nigel estaba presente en nuestro tercer PAS (People Analytics Spain) Meetup, con lo que fue un buen augurio. Nigel Dias es el responsable del HR Analytics Think Tank más importante a nivel mundial que tiene por objetivo investigar la práctica de People Analytics y su industria, además de coordinar los Meetups del ámbito. La información que crea este Think Tank está dirigida a todos los profesionales para que puedan tomar mejores decisiones sobre las funciones que están construyendo y el valor que aportan a sus organizaciones. Pues bien, a las 19h en punto empezamos el evento y entraron las más de setenta personas que estaban en la sala de espera. Todo estaba preparado, gracias como siempre al patrocinio de Ironhack que nos daba soporte en todos los temas logísticos. La propuesta en esta ocasión, era un poco diferente: dos ponentes especialistas en sendas temáticas concretas y sin debate entre ellos. Pensamos en hacer dos presentaciones de veinte minutos cada una para confeccionar una visión completa de la parte más 'estética' de People Analytics, visualizar y explicar los datos y las conclusiones que se han extraído de ellos. A continuación presentamos un resumen de lo que ocurrió, fue impresionante 🙂 Ana María Bisbe - Data VISUALIZATION Cuando Ana se presenta es laaaaargo, claro, tiene una trayectoria profesional muy extensa y también muy rica. Nació hace más de medio siglo en la Habana, dice en su blog y hace veinte años que vive en Madrid después de haberse formado en las más prestigiosas escuelas rusas sobre Cibernética Económica y haber trabajado como Analista de Sistemas en Softel y VisualFox Pro. En su presentación sobre visualización y usando una base de datos, nos hizo pasear por el PowerBI y sus opciones para visualizar series con los diferentes objetivos y temas a tratar que uno se puede plantear. A continuación, nos explicó cómo se organiza el tratamiento de visualizaciones, pestañas, funcionalidades y filtros de datos predeterminados para terminar con una demostración práctica sobre los niveles de jerarquía y la navegación entre ellos en una visualización. Escuchar a Ana es una gozada porque su expertise va mucho más allá del dominio de una herramienta, bailando con los recursos que se va encontrando, se le ocurren todo tipo de preguntas a las que pueden dar respuesta. Y, además, todo lo que hace parece trivial, hecho a su medida en lugar de ser al revés. La gran cantidad de preguntas que íbamos recibiendo en el chat del evento nos confirmó que no éramos solo Delia y yo las que nos quedamos con ganas de más. Ignasi Alcalde - STORYTELLING Ignasi, otro crack, fue el segundo ponente de esa tarde de miércoles. Un poco nervioso al principio, también porque le habíamos pedido que ajustara mucho el tiempo de su presentación, empezó cogiendo el guante a Ana y usando sus conclusiones para empezar su intervención sobre storytelling. Habló sobre la diferencia entre mostrar los datos y explicarlos con un objetivo que se debe transmitir de forma sutil para quien nos escucha pueda hacer el camino a su ritmo. Preguntando, interpelando a los que escuchábamos, sin incomodar en ningún momento y consiguiendo mantener el interés por las respuestas y lo que venía después. El storytelling es analizar, presentar y comunicar repetía. Los tres ingredientes, además, han de mantener un equilibrio perfecto para que el oyente tome decisiones en base lo que hayamos contado sin plantearse otra opción. Al final nos dimos cuenta de que había hecho un storytelling sobre el storytelling: en base a un análisis conceptual previo sobre la disciplina, nos mostró ejemplos para que lo viéramos in situ y todo el rato lo acompañó con una narración simple y cercana pero brillante en el contenido para que sin quererlo llegáramos a la conclusión que él pretendía ... Convencernos de la imperiosa necesidad de incorporar la narración a cualquier trabajo con datos. Un 10/10 Ignasi. En Julio, SEGUIMOS 💪 La sensación final fue francamente buena, creo modestamente que tanto Delia como yo estamos aprendiendo poco a poco a organizar este tipo de eventos. A pesar del cansancio generalizado por estar todo el día trabajando y relacionándomos con el ordenador, se consiguió mantener el interés hasta el final. El 95% de los asistentes que se conectaron al iniciar el evento, seguían allí al despedirnos y de una forma muy activa interactuando en todo momento. No se puede pedir más. Una temática concreta con dos ponentes especializados que se complementan para dar una idea clara y muy útil de una parte del trabajo que se realiza en un proyecto de People Analytics fue la clave del éxito. Concreción y utilidad para dar luz a una disciplina que muchas veces parece una encrucijada. Tomar decisiones en base a la evidencia, algo que parece simple, pero no lo es en absoluto ... ¿Cuál es el camino una vez disponemos de los datos? ¿Cómo podemos transformarlos en acciones que aporten valor tangible a la compañía? Es imprescindible trocear el viaje para poder llevarlo a cabo y, sobre todo, para poder especializarse en función de los intereses/competencias de cada uno. Divide y vencerás, este es el lema ... Teniendo en cuenta que se debe tener la capacidad de rodearse de profesionales que nos complementen. Los ponentes de nuestro último Meetup nos compartieron gran cantidad de información valiosísima de una de las partes de People Analytics, no podemos estar más agradecidas. ¡Y no solo eso! Tuvimos la inmensa suerte de que, además, fueron didácticos, amenos, asequibles y muy sintéticos en su exposición. En Julio, volveremos, ya estamos pensando sobre una nueva edición del PAS Meetup. Esperamos estar a la altura de lo conseguido.
  21. HR Analytics ThinkTank

    How to Run an HR and People Analytics Meetup

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    Have you enjoyed all the HR and People Analytics meetups taking place during #PeopleAnalyticsMonth? Do you want to start a Meetup community for your local community, bringing together HR and People Analytics practitioners and sharing stories, ideas and innovation? Every two month we host an call with myself and a few of the other meetup organisers to talk about running Meetups and how you can start your own community. In each session we cover: What is a Meetup? How do you start a meetup? How do you structure your sessions - and how can you use our speaker library to find more speakers and topics (for free)? How do you plan virtual and real-life events? How do you get more people to attend your community's events - and how can the HR Analytics ThinkTank share your events with our global community (for free)? Running a Meetup is not easy - but it does not have to be really hard either. We cannot run your group for you, but by bringing together Meetup organisers, creating a support group and providing you with free support materials and marketing support, hopefully we can encourage HR and People Analytics meetups to exist all around the world. To register your details, please complete this form.
  22. Federico Barcos

    Mexico City - People Analytics Meetup

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    No te pierdas esta oportunidad de conocer los principales retos y estrategias para implementar People Analytics, en el #PeopleAnalyticsMonth! La comunidad de People Analytics México organiza este panel de expertos en el marco de #PeopleAnalyticsMonth, con el objetivo de ser un espacio para que profesionales de Recursos Humanos y Gestión del Talento compartamos retos y buenas prácticas respecto al uso de analítica en nuestras organizaciones. Los temas sobre los que se conversará durante la sesión son: - El papel de la analítica para convertir a Recursos Humanos en un verdadero partner estratégico del negocio. - Los principales retos que enfrentan las áreas de Recursos Humanos y Gestión del Talento para dar sus primeros pasos en el terreno de la analítica. - El escalamiento y la automatización de People Analytics dentro de la organización. Para conversar sobre esos temas, contaremos con los expertos Alejandra Feregrino, Federico Barcos von der Heide y Cristian Brehm Gómez, quienes nos compartirán su experiencia en la implementación de proyectos y modelos para la toma de decisiones basadas en datos en RH. Les esperamos el 29 de Marzo a las 5 pm CST Link para registro: https://forms.gle/Xv6ZhdyRFEwWvxnw8
  23. Mei Kim LA Meetup

    Southern California People Analytics Meetup

    Southern California's People Analytics Meetup is coming up on Mar 16. It's a pleasure to have our guests Alison Omens, Andrew Fastow and Jeff Higgins exchange views on rules vs principles, creating transparency with Human Capital Reporting, especially in light of recent SEC requirements. RSVP here: https://lnkd.in/gyNKV2p Speaker bios: Jeff Higgins Adjunct Professor at USC, former CFO, and one of the creators of ISO Human Capital Reporting Standard #30414, advocate for Human Capital Reporting for the SEC Alison Omens Passionate connector of people and ideas, she works at the intersection of business, markets, and policy to create more balance in the economy and in corporate America Andrew Fastow Investor with KeenCorp, former Enron CFO and convicted felon, discusses rules vs. principles, his argument that someone can follow the rulebook and still fail to do the right thing
  24. Sergio Garcia Mora

    Buenos Aires Meetup

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    In this new edition of the Buenos Aires People Analytics we'll review some projects, and discuss what's 2021 looks like for our discipline. Join in this link: https://us02web.zoom.us/meeting/register/tZYscuusqjsjGtAvVSJlqH2dur7vYsvM3wfE
  25. Sarah Kieran

    HR Analytics Ireland Meetup #4

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    HR Analytics Ireland will be holding Meetup #4 on Wednesday March 24th at 9.30am GMT, hosted by Dr. @Sarah Kieran of the Kemmy Business School, UL and Dr. @Maria Belizon on the Smurfit Business School, UCD. We will be exploring what makes for a Successful HR Analytics Project with Prof. Dana Minbaeva, How to create Business Impact with Amy Randall and How to Manage the Business Problem of Staff Attrition with Ana Dinho. Link to register please click here.
  26. until
    Como ya es costumbre, la comunidad oficial de People Analytics Latinoamérica desarrollará un evento especial como parte de #PeopleAnalyticsMonth. En esta oportunidad estaremos conversando con especialistas de Perú, Ecuador y Colombia sobre el estado actual de la adopción de metodologías, herramientas y estrategias en analítica de personas en las distintas industrias. Nuestro objetivo es desarrollar un evento de alto nivel con profesionales destacados para generar y compartir nuevo conocimiento abierto para todos. ¡Los esperamos!
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