{"id":632,"date":"2019-08-05T17:11:44","date_gmt":"2019-08-05T17:11:44","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=632"},"modified":"2024-04-24T23:23:20","modified_gmt":"2024-04-24T23:23:20","slug":"best-practices-in-people-analytics","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/best-practices-in-people-analytics\/","title":{"raw":"Best Practices in People Analytics","rendered":"Best Practices in People Analytics"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Identify people analytics best practices<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-1718\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/14205909\/analytics-282739-1024x785.png\" alt=\"Two people sitting in front of a screen with charts and diagrams on it.\" width=\"400\" height=\"307\" \/>\r\n\r\nPeople analytics expert Patrick Coolen has been researching and validating people analytics best practices for a number of years. In a LinkedIn post, he presents a crowd-sourced version of the 10 Golden Rules of HR Analytics. We have selected a few key highlights below.[footnote]Coolen, Patrick. \"<a href=\"https:\/\/www.linkedin.com\/pulse\/10-golden-rules-hr-analytics-crowd-version-patrick-coolen\/\" target=\"_blank\" rel=\"noopener\">The 10 Golden Rules of HR Analytics (crowd Version)<\/a>.\" LinkedIn. September 16, 2016. Accessed August 06, 2019.[\/footnote]\r\n<h2>Focus on business relevance<\/h2>\r\nFocus your research on critical business issues. For example, consider what keeps executives awake at night? To be able to generate relevant questions, ask business leaders to identify challenges and opportunities. Also confirm their willingness to act on the research findings\u2014regardless of their agenda or interests.\r\n<h2>Generate actionable insights<\/h2>\r\nInsights are of no value if the organization fails to act on them. What group is responsible for implementation and evaluation depends on the organization, but developing consultancy skills and an ability to speak in business terms\u2014and craft a compelling story\u2014will likely improve success.\r\n<h2>Involve legal &amp; compliance<\/h2>\r\nWork with your legal department or representative to ensure compliance with privacy legislation, contracts and other regulations. Specifically, it\u2019s a good practice to request legal approval for projects and review of results prior to release. At a minimum, be clear on the goal of the research and aware of what data\u2014or at what level (e.g., individual)\u2014data is off limits.\r\n<h2>It\u2019s a process<\/h2>\r\nUnderstand that analytics is a process. It takes time to hone in on the research question, develop the model and select and validate data, etcetera. In fact, these preliminary steps can consume 75% of the project timeframe.\r\n\r\n<img class=\"aligncenter size-large wp-image-1719\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/14210045\/arrows-2027262_1280-e1571086862862-1024x218.png\" alt=\"Illustration of four arrows in a row\" width=\"1024\" height=\"218\" \/>\r\n\r\nLesson learned: don\u2019t set a delivery date until you\u2019ve confident you can deliver. For perspective, here\u2019s Coolen\u2019s 4-step approach to the people analytics process:[footnote]Ibid.[\/footnote]\r\n<ol>\r\n \t<li>Intake and Design\r\n<ul>\r\n \t<li>Contracting senior management<\/li>\r\n \t<li>Contracting legal<\/li>\r\n \t<li>Determine business question<\/li>\r\n \t<li>Determine data sources<\/li>\r\n \t<li>Approving research proposal<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Data Cleaning\r\n<ul>\r\n \t<li>Data collection<\/li>\r\n \t<li>Connecting datasets<\/li>\r\n \t<li>Descriptive analyses<\/li>\r\n \t<li>Design models<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Data Analyses\r\n<ul>\r\n \t<li>Run models<\/li>\r\n \t<li>Discuss intermediate results<\/li>\r\n \t<li>Decide on extra analyses<\/li>\r\n \t<li>Run final models<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li>Sharing Insights\r\n<ul>\r\n \t<li>Discuss final models<\/li>\r\n \t<li>Interpret insights<\/li>\r\n \t<li>Create business presentation<\/li>\r\n \t<li>Discuss with business<\/li>\r\n \t<li>Advise business on insights<\/li>\r\n \t<li>Incorporate insights in strategies or activities<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ol>\r\n<h2>Success requires balance<\/h2>\r\nHR analytics success requires a team with a blend of capabilities and skills, including an understanding of business challenges, HR processes and technology and analytical and consultancy skills. A defining capability is curiosity.\r\n<div class=\"textbox key-takeaways\">\r\n<h3>Learn More<\/h3>\r\nFor a visual perspective, see Coolen\u2019s capability wheel diagram in his \u201c<a href=\"http:\/\/www.linkedin.com\/pulse\/practitioners-view-hr-analytics-patrick-coolen?trk=mp-author-card\" target=\"_blank\" rel=\"noopener\">A practitioner\u2019s view on HR analytics<\/a>\u201d post.\r\n\r\n<\/div>\r\n<div>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/bda31a31-29f9-4a91-bcae-377a53d5afdd\r\n\r\n<\/div>\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Identify people analytics best practices<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1718\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/14205909\/analytics-282739-1024x785.png\" alt=\"Two people sitting in front of a screen with charts and diagrams on it.\" width=\"400\" height=\"307\" \/><\/p>\n<p>People analytics expert Patrick Coolen has been researching and validating people analytics best practices for a number of years. In a LinkedIn post, he presents a crowd-sourced version of the 10 Golden Rules of HR Analytics. We have selected a few key highlights below.<a class=\"footnote\" title=\"Coolen, Patrick. &quot;The 10 Golden Rules of HR Analytics (crowd Version).&quot; LinkedIn. September 16, 2016. Accessed August 06, 2019.\" id=\"return-footnote-632-1\" href=\"#footnote-632-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a><\/p>\n<h2>Focus on business relevance<\/h2>\n<p>Focus your research on critical business issues. For example, consider what keeps executives awake at night? To be able to generate relevant questions, ask business leaders to identify challenges and opportunities. Also confirm their willingness to act on the research findings\u2014regardless of their agenda or interests.<\/p>\n<h2>Generate actionable insights<\/h2>\n<p>Insights are of no value if the organization fails to act on them. What group is responsible for implementation and evaluation depends on the organization, but developing consultancy skills and an ability to speak in business terms\u2014and craft a compelling story\u2014will likely improve success.<\/p>\n<h2>Involve legal &amp; compliance<\/h2>\n<p>Work with your legal department or representative to ensure compliance with privacy legislation, contracts and other regulations. Specifically, it\u2019s a good practice to request legal approval for projects and review of results prior to release. At a minimum, be clear on the goal of the research and aware of what data\u2014or at what level (e.g., individual)\u2014data is off limits.<\/p>\n<h2>It\u2019s a process<\/h2>\n<p>Understand that analytics is a process. It takes time to hone in on the research question, develop the model and select and validate data, etcetera. In fact, these preliminary steps can consume 75% of the project timeframe.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-large wp-image-1719\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/14210045\/arrows-2027262_1280-e1571086862862-1024x218.png\" alt=\"Illustration of four arrows in a row\" width=\"1024\" height=\"218\" \/><\/p>\n<p>Lesson learned: don\u2019t set a delivery date until you\u2019ve confident you can deliver. For perspective, here\u2019s Coolen\u2019s 4-step approach to the people analytics process:<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-632-2\" href=\"#footnote-632-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a><\/p>\n<ol>\n<li>Intake and Design\n<ul>\n<li>Contracting senior management<\/li>\n<li>Contracting legal<\/li>\n<li>Determine business question<\/li>\n<li>Determine data sources<\/li>\n<li>Approving research proposal<\/li>\n<\/ul>\n<\/li>\n<li>Data Cleaning\n<ul>\n<li>Data collection<\/li>\n<li>Connecting datasets<\/li>\n<li>Descriptive analyses<\/li>\n<li>Design models<\/li>\n<\/ul>\n<\/li>\n<li>Data Analyses\n<ul>\n<li>Run models<\/li>\n<li>Discuss intermediate results<\/li>\n<li>Decide on extra analyses<\/li>\n<li>Run final models<\/li>\n<\/ul>\n<\/li>\n<li>Sharing Insights\n<ul>\n<li>Discuss final models<\/li>\n<li>Interpret insights<\/li>\n<li>Create business presentation<\/li>\n<li>Discuss with business<\/li>\n<li>Advise business on insights<\/li>\n<li>Incorporate insights in strategies or activities<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<h2>Success requires balance<\/h2>\n<p>HR analytics success requires a team with a blend of capabilities and skills, including an understanding of business challenges, HR processes and technology and analytical and consultancy skills. A defining capability is curiosity.<\/p>\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\n<p>For a visual perspective, see Coolen\u2019s capability wheel diagram in his \u201c<a href=\"http:\/\/www.linkedin.com\/pulse\/practitioners-view-hr-analytics-patrick-coolen?trk=mp-author-card\" target=\"_blank\" rel=\"noopener\">A practitioner\u2019s view on HR analytics<\/a>\u201d post.<\/p>\n<\/div>\n<div>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_bda31a31-29f9-4a91-bcae-377a53d5afdd\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/bda31a31-29f9-4a91-bcae-377a53d5afdd?iframe_resize_id=assessment_practice_id_bda31a31-29f9-4a91-bcae-377a53d5afdd\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-632\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Best Practices in People Analytics. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Modification of Analytics. <strong>Authored by<\/strong>: Philip Uglow. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/vectors\/analytics-red-people-tracking-282739\/\">https:\/\/pixabay.com\/vectors\/analytics-red-people-tracking-282739\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Pixabay License<\/li><li>Arrows. <strong>Authored by<\/strong>: kmicican. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/vectors\/arrows-diagram-process-2027262\/\">https:\/\/pixabay.com\/vectors\/arrows-diagram-process-2027262\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Pixabay License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-632-1\">Coolen, Patrick. \"<a href=\"https:\/\/www.linkedin.com\/pulse\/10-golden-rules-hr-analytics-crowd-version-patrick-coolen\/\" target=\"_blank\" rel=\"noopener\">The 10 Golden Rules of HR Analytics (crowd Version)<\/a>.\" LinkedIn. September 16, 2016. Accessed August 06, 2019. <a href=\"#return-footnote-632-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-632-2\">Ibid. <a href=\"#return-footnote-632-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":10,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Best Practices in People Analytics\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Modification of Analytics\",\"author\":\"Philip Uglow\",\"organization\":\"Pixabay\",\"url\":\"https:\/\/pixabay.com\/vectors\/analytics-red-people-tracking-282739\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Pixabay License\"},{\"type\":\"cc-attribution\",\"description\":\"Arrows\",\"author\":\"kmicican\",\"organization\":\"Pixabay\",\"url\":\"https:\/\/pixabay.com\/vectors\/arrows-diagram-process-2027262\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Pixabay License\"}]","CANDELA_OUTCOMES_GUID":"586f901d-4768-4430-b366-b94a78b62609, b06c578a-5b6f-47ea-81f8-fc7e956ad7c8","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-632","chapter","type-chapter","status-publish","hentry"],"part":621,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/632","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":14,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/632\/revisions"}],"predecessor-version":[{"id":3309,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/632\/revisions\/3309"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/621"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/632\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=632"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=632"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=632"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=632"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}