HUMAN RESOURCES ANALYTICS | A live online course with People Analytics Technology Lead at Google | ELVTR
live online course

HUMAN
RESOURCES
ANALYTICS

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LIVE ONLINE COURSE
ON HELPING TALENT THRIVE
WITH DATA-DRIVEN HR
Dates:
8 MARCH - 14 APRIL 2022
Duration:
6 weeks
TUESDAYS & THURSDAYS
5 PM PST / 8 PM EST

Uncover the hidden barriers to employee retainment and success in your organization, using the data resources you already have!

Bill Yost, People Analytics Technology Lead at Google, teaches this live online 6-week course.

THIS COURSE IS FOR YOU, IF...

  • YOU WANT TO ENTER HR WITH AN EDGE

     

    Where better to sharpen your skills for a changing world than with Google People Analytics wayfinder Bill Yost? Experience leading an HR analytics project first-hand while learning how to source, analyze, and influence with data.

  • YOU'RE READY TO PLAY A MORE STRATEGIC ROLE

     

    Don't let intimidation around big data hold you back in your career anymore. Discover simple but powerful ways to unlock value in any type of data — even data you didn't know you had!

  • YOU WANT TO SEE IMPROVED RESULTS FROM YOUR PEOPLE

     

    Wouldn't it be great to go beyond subjective employee surveys and understand how to really support your people? This course teaches you how to help your workforce thrive using the same data-based decision making practices that power your business.

YOUR ASCENT STARTS HERE

Steering through the Great Resignation starts with great HR insights.

Start getting real-time insights into what motivates your people — working with the resources you already have.

Jump into the messy work of HR analytics with an experienced guide.

Skip boring pre-recorded classes! Learn for the real-world as you investigate and solve a mock company's biggest workforce challenge.

 
ABOUT THE COURSE
01
GATHER DATA

Tap into data from unconventional sources to answer pressing HR questions. Discover what Bill's learned in ten years of successfully tracking down data from across business areas.

02
GUIDE DECISION MAKERS

Build your influence with every audience. You'll practice on your own and in small groups to translate data into compelling, targeted presentations.

03
CHAMPION
RESULTS

Start setting and meeting audacious targets for the business and your career. You'll learn how to validate your HR recommendations and confidently lead the charge in hiring, retention, and employee engagement.

Instructor
  • People Analytics Technology Lead, Google
  • Led executive reporting for Google's COVID HR response at the height of the pandemic
  • Provides executive leadership with HR guidance around urgent business needs via reporting and insights from ad-hoc surveys
  • Pioneered HR analytics at Protiviti, a global business consulting firm
  • Created analytic tools used globally for data-rooted promotion and mentoring discussions
Rachel Guthrie
BILL YOST
COURSE INTRODUCTION
SYLLABUS
01
TUE (3/8), 5 PM PST/8 PM EST
Introduction to HR Analytics

Get acquainted with the manifold benefits of HR analytics for both employers and employees.

  • Common principles of analytics
  • Considerations around data privacy, actionability, and equity
  • The Analytic Value Chain
  • Case study: The algorithm that predicts attrition

Assignment #01: Introducing the business problem
You've just been hired as an HR analyst for vacyoum, a developer of robot vacuums. vacyoum has manufacturing, software development, and standard business functions with ~1000 employees worldwide, but they struggle with attrition — particularly amongst their top talent.

 

Research the questions in Bill's Exploration worksheet to better understand vacyoum's business problem.

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02
THU (3/10), 5 PM PST/8 PM EST
Data in HR Analytics

Discover essential data inputs and how they're used to bring value to human resources.

  • Common HR metrics
  • Data as the foundation of great work
  • “Bad” data and how to work around it
  • Techniques for collecting internal and external data

Assignment #02: Gathering data from "janky" sources
Part 1: The HR executive assistant sends you vacyoum's performance review and exit interview files. What are some analyses you can perform using the data provided in class to answer the business question? What further data or questions would you like clarity on?

 

Part 2: The data has five errors. Can you find them all? Create a report summarizing the data provided.

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03
TUE (3/15), 5 PM PST/8 PM EST
From Data to Metrics, Part 1: Data Extracts

Convert raw data from rudimentary sources into foundations for insights.

  • Data extracts from business systems
  • Cleaning and preparing data for analysis
  • Aggregating data into metrics
  • Sharing metrics with stakeholders: The perfect summary email

Assignment #03: Creating data where none appears to exist
You learn that your company's HR system implementation wasn't deployed and they don’t have a central roster to give you. However, you do have access to transactional data on employee badge swipes, times, and IDs.

 

Combine this data with your existing data to produce a daily roster of employees. Be ready to explain assumptions and liberties you took to account for gaps in the data.

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04
THU (3/17), 5 PM PST/8 PM EST
From Data to Metrics, Part 2: Data Collection

Bill shares his methods for gathering data where it doesn't exist.

  • Calculating the financial value of a project or proposal
  • Internal data collections: When to do it
  • Common types of data collection
  • Ethics of data collection
    • Privacy
    • Security
    • Fairness / bias
  • Presenting for stakeholders: The art of the results slide

Assignment #04: Gathering employee data
Gathering employee data
vacyoum's leadership wants to define their top talent as those who believe most strongly in the company’s vision. They need you to measure how employees perceive their role and the company.

 

Follow Bill's Data Collection Plan worksheet to define your path forward.

  • Outline your approach for answering this question in a way that is statistically valid and considers the core ethics of data collection.
  • What business partners should be consulted in this approach?
  • What metrics do you intend to produce with this data collection?
  • Create a survey containing the list of questions you might ask
    • This could be in Survey Monkey, Google Forms, Qualtrics, etc. Free versions only.
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05
TUE (3/22), 5 PM PST/8 PM EST
Metrics to Analysis: Data Feeds

Learn how to use intersecting business metrics to create analysis.

  • Polishing metrics to become analyses
  • Data pipelines to support trending analyses, increasing accuracy, and reliability
  • Tableau for reporting
  • Sharing metrics with stakeholders: The power of dashboards

Assignment #05: Working with recurring feeds and less-than-optimal data
Working with recurring feeds & less-than-optimal data
You get the good news that the company HR system has been deployed and employee acquisition/attrition data is being generated daily — but there's a catch. The data can only be exported in PDF, which makes analysis much harder. Luckily, the company has provided credentials for you to pull the data directly from their SQL Server instance.

 

Next, use Tableau and the data you’ve obtained thus far to start creating a reporting / analytics platform. Answer the following questions to guide your preparation.

  • Using the pdf of tabular data, how can you convert it into workable data format?
  • What approaches might you take to make this process easier, generally?
  • Now that you have the pieces to track attrition, how might you show it to your stakeholders?
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06
THU (3/24), 5 PM PST/8 PM EST
Techniques for Analysis

Explore the breadth of analytical options that become available once you've established your data sets.

  • Statistics (and when to not use them)
  • Statistical significance, hypothesis testing, and t-tests
  • 5 analytical tools for a low budget
  • SQL and data tables: Structures and joins
  • Statistical programming in Tableau using R functions

Assignment #06: Navigating the opinion-to-analytics pipeline
In a meeting, you overhear a VP say they believe the company's new training program is leading to increased loss of talent. Separately, you’ve just figured out how to access two very exciting data sources.

 

How can you use this data in your existing reporting platform to support your analyses? How would you approach addressing the VP’s theory of the relationship between the new training program and attrition?

 

Build this data into your reporting platform. Make sure the platform provides the appropriate level of flexibility for your business clients.

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07
TUE (3/29), 5 PM PST/8 PM EST
Analysis to Insight

Learn how to test hypotheses for what course of action should be taken based on your data, using advanced statistics.

  • Create forecasts
  • Consider user-defined variables
  • Communicate your model to stakeholders

Assignment #07: Gathering novel data sources
You learn that another part of the HR function has been exploring whether or not increasing the amount of mentor meetings per year reduces employee attrition risk. Since this data can be useful for your work, you courteously request access to a .csv file of all mentor/mentee meetings by date.

  • What factors might you consider when you add this dataset to your analysis?
  • Can you confirm or reject the mentor meeting frequency / attrition risk hypothesis?
  • Build this data into your reporting platform, projecting the impact of increasing yearly mentor meetings by two.
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08
THU (3/31), 5 PM PST/8 PM EST
Delivering Analytics & Insights to Stakeholders

When metrics, analytics, and insights are ready to share with leadership, what roles do you approach first to facilitate enthusiastic buy-in? What are the tools and techniques that can help you get your message across?

  • 5 common data and analytic delivery methods, compared
  • The many functions of dashboards
  • Dashboarding responsibly: Data exploration, scaled report distribution, and continuous monitoring
  • Reading your audience: Techniques to help your data land

Assignment #08: Proving the value of monitoring analytics
vacyoum is super excited that you're finally cracking into HR Analytics. What leadership would really like now is to have a real-time view into the great metrics you're bringing to them.

  • How would you go about creating the requirements for such a view?
  • What additional data sources would you require to produce it?
  • If possible, build it onto your existing reporting platform
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09
TUE (4/5), 5 PM PST/8 PM EST
Workshop #1: The HR Data Landscape in Tableau

+ Case study: How HR made customers happy

Work alongside Bill in real time to produce a holistic data view in Tableau Public. You'll learn how to keep your finger on the pulse of your organization with common HR data points, metrics, rates, and trends to monitor.

Assignment #09: Introducing novel analyses to the business
Part 1: Continue working in Tableau Public to finalize implementation of updates made in the workshop.
Part 2: Prepare a slide introducing leadership to one new metric not covered in class. Assume your audience has never seen the metric before. Add this new metric into your reporting platform.

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10
THU (4/7), 5 PM PST/8 PM EST
Building an Actionable Business Case

Learn how to gather leadership buy-in for further analysis and investment in HR analytics.

  • Visualization best practices
  • Cross-functional partnerships
  • Communicating with stakeholders
  • Solicit investment for future research

Assignment #10: The intersection of actionable + insightful + sensitive data
The data owner has decided to give you access to one of the most sensitive datasets at the company, employee demographics. Complete Bill's Working with Sensitive Data worksheet to understand how to safely build this data into your reporting platform.

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11
TUE (4/12), 5 PM PST/8 PM EST
Workshop #2: HR Analytics Fire Drill

Simulate an urgent business inquiry that requires collaboration, data finesse, and beautiful visualizations to respond.

Assignment #11: The urgent business need always prevails
Work in groups of 3-4 to produce an HR solution to vacyoum's problem of high attrition.

  • Record a presentation demonstrating your group's findings and (optionally) the use of your Tableau Public Dashboard
  • Groups will produce a single-slide summary of their analytical findings
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12
THU (4/14), 5 PM PST/8 PM EST
Fireside Chat with Kathryn Dekas, Director of People Operations at Google

Hear about industry disruptors and employment opportunities in the HR analytics space from a distinguished corporate leader.

  • Current industry trends: Talk with Kathryn Dekas, Director of People Operations at Google
    • HR analytics maturity model
    • Staying a competitive hire
    • Evolution of HR analytics roles

Assignment #12: Finalizing your Tableau reporting platform
Part 1: Prepare your Tableau reporting platform for distribution to stakeholders and/or end users. Submit it to the class folder for final review by Bill.

Part 2: Imagine you will move on from the project in two weeks and need to leave behind notes that will inform the direction of the program for the next year. What do you say? What documentation should you leave behind so that future analysts can maintain your platform?

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