Jump to content

Nigel Dias

Administrators
  • Content Count

    78
  • Joined

  • Last visited

  • Days Won

    4

Nigel Dias last won the day on September 18

Nigel Dias had the most liked content!

Community Reputation

4 Neutral

1 Follower

About Nigel Dias

  • Rank
    Regular Poster

Me, Myself and HR/People Analytics

  • My current job title
    Chair and Managing Director
  • My current organisation
    HR Analytics ThinkTank and 3n Strategy
  • When you first get involved with HR analytics?
    2008
  • What is your main interest in analytics?
    How, why, when and what decisions are made.

Recent Profile Visitors

The recent visitors block is disabled and is not being shown to other users.

  1. until
    Join the London HR and People Analytics community for our next virtual meetup on the 20th October. Speaker details to follow soon. To join us on the day, please register here.
  2. The aim of the HR Analytics ThinkTank is to provide HR Analytics professionals to build functions that have a greater impact and better manage their own careers. Since 3n Strategy founded the ThinkTank is 2015, we have employed a unique evidence-based approach to our industry analysis, which was further enhanced by our academic partnerships with the University of Leeds (2017) and Utah State University (2019), and the addition of our Practitioner Board Advisors in 2020. I am delighted to announce that over the summer University College Dublin is joining the HR Analytics ThinkTank as an academic research partner with Dr. @Maria Belizon, Assistant Professor of Human Resource Management, joining our research board. Working alongside Professor @Andy Charlwood (UoL), Assistant Professor @Mike Ulrich (USU) and myself, with our Board of Practitioners, we look forward to producing more quality research over the years to come. Getting to know Dr. María Jesús Belizón... What is UCD? What is Maria's background? Here is a short interview with Maria so you can get to know her better. 1. Where is University College Dublin located? How big it is? UCD, as we call it, is the largest and oldest university in Ireland. A global university by mission, we are based in Dublin and we serve over 33,000 students. We are ranked within top 1% of higher education institutions world-wide and 30% of our students are international. So, for a small country such as Ireland, it is pretty big. 2. Can you tell us a bit about yourself? Why are you interested in HR analytics? During a 6-month internship in finance, funnily enough I developed an interest in HR. So I started my research career surveying HR practices in multinationals as part of an international project. My PhD focused on external and internal factors affecting the transfer of HR practices from the home country to the host operations in multinationals, and an important element in that context was the existence of a HR information system. I’ve always liked technology and the potential that it brings to decision-making and how companies manage their people. When the HR analytics field started to developed a few years ago, I reckoned it would be a slow journey, precisely because it merges elements of computer science, data analytics and human resources. At first, it was a personal challenge to understand how those three fields come together to solve HR issues and concerns, and I was also keen to uncover how HR Analytics can get traction in a less data literate field such as HR. My work now is geared towards advancing our understanding HR Analytics process and ultimately, helping organisations to make better decisions based on data. 3. You are one of the founders of the Irish HR and people analytics community. Why did you start the meetup group? When I was conducting preliminary fieldwork for my first project on HR analytics I realised most HR analytics practitioners were in need of a local community of practice across different sectors and types of organisations. Some of them knew each other through private events but there was no cohesive and unifying platform for knowledge sharing. Ireland is a country where ‘only the local is real’ and as I found myself in an independent position as an academic, I thought I could open up this possibility and set up the community here. Dr. Sarah Kieran from the University of Limerick joined me later and we are lucky to have the support of the Irish Centre for Business Excellence too. For us, it has been key to be part of the HR and People Analytics Global Network by the HR Analytics ThinkTank, the support from the team and the contribution of my peers in other countries running the same type of events. It was not long before Covid19 hit that we had our second meetup so we are looking forward to resume our plan of activities, although virtually for the time being. 4. What do you hope to achieve with the HR Analytics ThinkTank? The main reason I joined the HR Analytics ThinkTank was to combine efforts with like-minded HR Analytics leaders and academics who are interested in a critical advancement of the HR Analytics space. To me, this boils down to two requirements. One is to conduct rigorous and informed research. The second one is to produce meaningful research insights for the work HR Analytics practitioners and organisations do. Ultimately, I hope the research we are doing will become a point of reference for industry.
  3. 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
  4. The analytics world is bigger than the English speaking world. Would you like the site translated into your native language?
  5. '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?
  6. 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.
  7. 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.
  8. At the London HR and People Analytics meetup on 12 May, we were delighted to invite @Andrew M to host a talk on #TextAnalysis. Andrew is one of the leading experts on the subject, and gave a great presentation spanning the high level and technical depths of this valuable analytical practice. If you want to understand what #TextAnalytics is, how it works and how it can be applied, this is a great presentation to watch.
  9. In November 2019, Mark Howarth, Global Head of People and Culture Analytics, presented 'Starting a People Analytics Capability to Propel PMI’s Global Transformation', sharing their people and HR analytics story. If you have any questions, please post them below.Find out if there is a meetup near you by clicking here or for alerts straight to your inbox, please join the mailing list.
  10. At the London HR and People Analytics meetup on 12 May, @Adam Mckinnon from Merck took the virtual stage to talk the audience through this great presentation on #NetworkAnalysis. If you want to understand what network analysis is, how it works and how it can be applied, this is a great presentation to watch.
  11. In this presentation, delivered virtually during #PeopleAnalyticsMonth in March 2020 for the London HR and People Analytics Meetup group, Karan Buch from Morgan Stanley gave this talk on Natural Language Processing in HR. If you have any questions, please post them below.Find out if there is a meetup near you by clicking here or for alerts straight to your inbox, please join the mailing list.
  12. In this presentation, delivered virtually during #PeopleAnalyticsMonth in March 2020 for the London HR and People Analytics Meetup group, @Dave Millner talks us through someone the highlights identified from his latest book. If you have any questions, please post them below.Find out if there is a meetup near you by clicking here or for alerts straight to your inbox, please join the mailing list.
  13. In November 2019, @Alessandro Linari from Vodafone hosted the London HR and People Analytics Meetup, and gave this presentation on the lessons they have learned from their analytics journey. If you have any questions, please post them below.Find out if there is a meetup near you by clicking here or for alerts straight to your inbox, please join the mailing list.
  14. On 21 May 2019, @Andreas Kyprianou, Head of EMEA Talent Practice at Bank of America, gave an incredibly entertaining talk about predicting employee performance. At incredibly insightful, statistical and practical talk, it is a much watch for any organisation looking to find ways of improving performance whilst improving the way we recruit. If you have any questions, please post them below.Find out if there is a meetup near you by clicking here or for alerts straight to your inbox, please join the mailing list.
  15. On 21 May 2019, the ThinkTank's @Andy Charlwood, presented a practical example on how he and the University of Leeds have carried out a people analytics investigation, looking at the relationship between workforce factors and the impact on business KPIs, such as residents/patient injuries.Presentation given ahead of the HR Analytics ThinkTank Report, Predictive Analytics and Data Science: A Guide for HR Analytics Leaders. Research participants can download the report from here.
×
×
  • Create New...

Important Information

We have placed cookies on your device to help make this website better. You can adjust your cookie settings, otherwise we'll assume you're okay to continue.