Introduction to my journey to HR Analytics
Why HR Analytics?
To start with, I have been interested in analytics for roughly two years now. I was captivated by the idea of using statistics to draw out new insights from data in the context of football and also predict outcomes in football to some level of accuracy. This pretty much ignited my curiosity to discover other possibilities of applying data analytics to. Moreover, after exploring some of the more conventional areas data is heavily being applied to like Finance and Marketing, I came across analytics being applied to the domain of Human Resources.
Being a relatively new and growing application of Data Analytics, attempting to simplify and quantify objectively the complex nature of human beings to evaluate the best talent, improve employee effectiveness and the general productivity of employees within the business immediately piqued my curiosity to know more.
Roadmap to HR Analytics Proficiency
Furthermore, in order to successfully gain the necessary skills for Human Resource Analytics. I decided to look online for resources within the space. I came across a certification program by AIHR. The price to me was well above my budget. However, I was excited to see they had provided a link to their syllabus with an overview of the program. This allows me to structure my journey much more properly as the curriculum structure is quite simple to follow.
In addition, I will consistently be updating my medium stories chronologically to reflect my progress in this journey. Below are the stages I will be progressing through:
HR Analytics Leader
The first stage to conquer in my journey. This stage is quite similar to project management as it involves the creation of business cases and management of stakeholders. The objective of this stage is to be able to:
- Understand HR Analytics
- Set up HR Analytics Functions
- Building Business Cases
- Understanding HR Data and HR Metrics
- Exploratory Data Analysis & Reporting
Statistics in HR
The second stage of this would involve testing of practical hypotheses, knowing when to apply a certain type of test and interpret outcomes. The objectives of this stage are to:
- Understand Statistics
- Understand Statistical Methods
- Implement Basic Statistical Tests
- Implement Advanced Statistical Tests
For this stage, I would be using R programming to conduct statistical methods and tests on the HR data as in my opinion it is one of the best if not the best statistical programs for working with data.
HR Data Analyst
At this stage, I intend to develop a comprehensive data analysis skills set to cover everything from data extraction and cleaning to building custom HR dashboards. I will primarily be focused on using R Shiny and tableau for dashboarding. My objectives for this final stage are:
- Implementing Strategic Workforce Planning
- Linking Human Resources to ROI
- Advanced Data Analysis in R
- Dashboarding Using R Shiny
- Connecting HR Data using Tableau
- Visualizing and Publishing HR Data using Tableau
Books I Plan to Read
“There are known knowns; there are things we know we know. We also know there are known unknowns; that is to say we know there are some thing we do not know. But there are also unknown unknowns — the ones we don’t know we don’t know.” — Donald Rumsfeld
Learning does not stop in any domain, I do not plan to “finish” learning as I complete my objectives outlined above. I will continuously seek to gain new knowledge within this domain to further propel my knowledge as this is a rapidly growing space, one cannot afford to slow down and be lost behind the rest of those in the race. I will be reading a few books at the beginning of my journey and intend to review each book I read.
Here are some books I plan to read to begin with:
- People Analytics for Dummies by Mike West.
- The Practical Guide to HR Analytics by Shonna D. Waters, Valerie N. Streets, Lindsay McFarlane, Rachael Johnson-Murray.
- The Talent Delusion by Tomas Chamorro-Premuzic
- Work Rules by Laszlo Bock
- Data-driven HR by Bernard Marr
- Predictive HR Analytics by Martin R Edwards and Kirsten Edwards