LIVE ONLINE COURSE
HUMAN RESOURCES ANALYTICS
THE USE OF THIS OFFICIAL SEAL CONFIRMS THAT THIS ACTIVITY HAS MET HR CERTIFICATION INSTITUTE’S® (HRCI®) CRITERIA FOR RECERTIFICATION CREDIT PRE-APPROVAL.
LIVE ONLINE COURSE
ON HELPING TALENT THRIVE
9 MAY - 15 JUNE 2023
Duration:
6 weeks
TUESDAYS & THURSDAYS
5 PM PST / 8 PM EST
Losing talent to the Great Resignation and don't know why? Trade in hunches and hypotheticals for definitive data insights.
Bill Yost, Google, teaches you how to confidently tackle HR challenges with data. 6 weeks, live online.
THIS COURSE IS FOR YOU, IF...
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YOU'RE READY FOR A STRATEGIC ROLE
Is intimidation around HR data holding you back? Discover simple but powerful ways to unlock real value from any type of data — even the data you didn't know you had!
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YOU'RE SEARCHING FOR YOUR EDGE IN HR
It's time to replace self-doubt with unshakeable confidence! Start using proven analytics techniques to break down false barriers to employee success – and take your career as high as you want to.
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YOU WANT MORE FROM YOUR PEOPLE
Still looking for that magic button for employee success? It doesn't exist. Discover how to tap into HR data instead and start confidently charting a course for your people to succeed.
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.
Canned wisdom out, personalized learning in.
Experience leading an HR analytics project first-hand with Google's own people analytics wayfinder!
With live classes, weekly office hours, and instructor feedback on your work, you'll never be left behind.
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.
Build your influence with every audience. You'll practice on your own and in small groups to translate data into compelling, targeted presentations.
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.
- 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
COURSE INTRODUCTION
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.
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.
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.
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.
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?
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?
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.
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
+ 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.
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 #09: 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.
Simulate an urgent business inquiry that requires collaboration, data finesse, and beautiful visualizations to respond.
Assignment #10 (Extra Credit): The Zordon Problem / Workshop #2
Your great work at Vacyoum has gained you quite a following! You’ve been brought on to a super special project team supporting client Zordon, who has urgent concerns around their employees’ retirement and career growth.
Use the data and hints provided to work with your team toward a final deliverable. Upload your work to Tableau Public.
Hear about industry disruptors and employment opportunities in the HR analytics space from a distinguished corporate leader.
- Current industry trends: Talk with a Guest Speaker
- HR analytics maturity model
- Staying a competitive hire
- Evolution of HR analytics roles
Assignment #11 (Extra credit): Provide your feedback on the fireside chat with a guest speaker.
What our students say
"I didn’t think an analytics course could be so fun and entertaining. The small bites of information make it easier to digest."
"I really enjoy the format of the course. Lectures with real life examples and an ongoing case study. Also built in 20 minutes at the end of each class for questions is helpful."
"Practical industry insights and practices from the instructor and classmates."
"I like how laid back Bill is- he is easy to approach and can explain some of the tougher pieces in an easy to understand way. He was very helpful when I attended his office hours for support."
"Despite being online, there is so much room provided for the students to connect with the instructor and Bill is an amazing instructor who never seems to saying no to answering questions."
"The cadence is perfect. The topics are relevant, useful, additional resources available for some of us that want to dive deeper. The concepts are easy to apply and do not require a heavy knowledge of analytics to be able to follow. I like that we have assignments to test our knowledge and Bill is very good at explaining complex concepts in simple terms which is a tremendous skill when it comes to data in general. He is patient and is always on time and very generous with his time!"
"I really like the practical, hands-on approach. Our classwork is project-based, and the format of classes is also great - not too long, not too short, and a mix of topics/content is covered each time."
"Bill's energy and enthusiasm for analytics keeps me engaged through the hour. He makes the class enjoyable and progressing at a good pace."
"I really like that Bill uses actual examples and scenarios he has experienced either before or just recently (HR Fire Drill) because I think it adds so much more hands on experience and value in the classroom. Also his sense of humor."
"Excellent introduction to analytics as a whole. Providing a new way to ask the right questions, and tools to deal with less-than-perfect direction and data."
"Bill is engaging and is teaching realistic analyst skills."
"Real life experience versus just theory; down to earth approach to teaching is refreshing."
"I enjoy the business communication recommendations that are mentioned throughout the course. I'm also excited to expand my knowledge and experience with the technologies being introduced, i.e. SQL and Tableau."
"Bill is a great instructor - I appreciate the effort he puts into his presentation, data examples and homework assignments, it makes it much more engaging."
"I am really enjoying the additional resources that we can view on our own time. Like the book recommendation, SQL and R lessons, and other articles."
"I like how he keeps the content entertaining. I makes it easier to understand."