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Module I. Introduction

This document provides an overview of a people analytics course. It discusses how people analytics uses data to reduce bias and make HR a more strategic function. The course is aimed at current and aspiring HR professionals and managers. It will cover topics like performance management, culture, and recruitment through a people analytics lens. The course emphasizes using data at different levels from basic reporting to predictive and prescriptive analytics to solve challenges around HR spending, business performance, and return on investment. Quality of data and its various uses will also be important concepts covered in the course.

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531 views18 pages

Module I. Introduction

This document provides an overview of a people analytics course. It discusses how people analytics uses data to reduce bias and make HR a more strategic function. The course is aimed at current and aspiring HR professionals and managers. It will cover topics like performance management, culture, and recruitment through a people analytics lens. The course emphasizes using data at different levels from basic reporting to predictive and prescriptive analytics to solve challenges around HR spending, business performance, and return on investment. Quality of data and its various uses will also be important concepts covered in the course.

Uploaded by

q
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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People Analytics

Module 1. Lecture 1.
What is this course about?
● Traditional HR
○ process and compliance-driven
○ statistics and reporting
○ bias in people-related decision-making
● People analytics (or data-driven HR)
○ strategic business function
○ reducing bias through the analysis of data and the
use of technology
What is this course NOT?
● Not a comprehensive HR course
● Not a data analytics course
● Not suitable for those with advanced
degrees or significant experience in HR
Management
Who is course for?
● Current and aspiring HR professionals
● Anyone who manages teams
● Small and medium enterprise owners and
managers
Course Principles
● Task
● Theory
● Technique
● Technology
People Analytics
Module 1. Lecture 2
Why and how is the HR role transforming?

Source: http://www.cipd.co.uk/binaries/changing-operating-models.pdf
What changed in the Technology world?

● Cloud technologies
● Processing power
● Mobile and social data explosion
● Data science and machine learning
● Access to technology
What changed in social sciences?
● New social sciences research outcomes
● New widely accepted collaboration principles
● New approaches to the human nature itself
● New knowledge about human motivation
People Analytics
Module 1. Lecture 3
Course structure
● Introduction
● Performance management
● Culture and assessments
● Motivation and engagement
● Compensation
● Workforce planning and recruitment
● Development
What challenges are we solving?
● HR spending efficiency
● Business performance measurement and
management
● Return on investment
Two facets of HR Data analytics:
Quality of Data
● Timeliness - is it up to date?
● Consistency - is the data
consistent across the database?
● Integrity - is the data correct?
Two facets of HR Data Analytics:
Use of Data

Source: Gartner, http://www.gartner.com/newsroom/id/2881218


Two facets of HR Data Analytics:
Use of Data
Level 1: Statistics and Reporting: “What happened”
- How many employees left?
- What was the attrition level?
- What is the median salary at the call center?
Reactive: provide data when asked
Proactive: build dashboards, analyze trends,
conduct benchmarking
Two facets of HR Data Analytics:
Use of Data
Level 2: Advanced/Diagnostic Analytics: “Why did it
happen”
- Why is my attrition so high?
- Why are some of my employees more productive?
- Why did some of my employee’s performance
decrease after we started subsidizing lunches?

Both internal and external data are actively used


Two facets of HR Data Analytics:
Use of Data
Level 3: Predictive Analytics: “What will happen”
- What will happen if I implement a new
compensation model?
- How many employees will I need at our new
location next year?

Business performance data is heavily used


Scenario planning
Two facets of HR Data Analytics:
Use of Data
Level 4: Prescriptive Analytics: “What should I do”
- What are the most effective ways for my
organization to reduce attrition at location A
- Which tools should I use to recruit 5000 people next
year?
- Automation of decision making on recruiting
channel spend allocation

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