Overview
This is a lecture I gave on May 11, 2021. It dealt with HR strategy and the direction of HRD after the pandemic from the perspective of HR Analytics, and included a debriefing that selected and introduced the main sessions of the People Analytics Conference held in the same year.
Key points
- A workplace turning data-centered: As the view of data as a resource spreads, analytic competency and digital literacy are being required of a large share of employees. In contrast, the data of corporate HR departments are still scattered across departments, and measurement often stops at psychological indicators.
- Five routes to insight: I distinguished analysis of data that could not be used before, new analysis methods for existing data, newly emerging data, links among existing data, and links between new and existing data.
- HR Analytics competencies: I named the ability to form valuable questions, an understanding of modeling and statistics, visualization, communication, and storytelling, and the teamwork to collaborate with analytics specialists.
- Conference session debriefing: I introduced a company case that used data to look at employees’ sense of inclusion and connection during the COVID-19 period, and a session on an analysis process that includes steps for checking bias and for human intervention.
- Closing remarks: I concluded that we should remember that artificial intelligence also has bias, and should distinguish the areas to be left to technology from the areas where people must intervene. As tasks for the future, I named a framework for coordinating access to data and rights to use them, going beyond analysis to creating data, and models that fit the domain.
Materials
This post is based on the lecture slides.