Being successful in analytics requires a thick skin, head-strong determination and a “failure is not an option” attitude. The challenges are many. They are often unexpected and constantly changing. In this article, I will demonstrate a few of the challenges from an HR analyst point of view, but the challenges apply to analysts in all functional areas.Read More
Analytics Articles: Human Resources, Supply Chain, Diversity and Business Analysis
Numerical Insights publishes articles on a variety of topics including business analytics, data analysis, data visualizations tools, improving business results, supply chain analytics, HR Analytics, strategic workforce planning, and improving profitability. We aim to make our articles informative and educational.
Within certain countries, the topic of diversity has become a strategic focus. Whether it's issues like gender pay equity or proper representation within a company's workforce, making good decisions regarding diversity goals and strategies has become key. Of course, by "good decisions," I am referencing the data-driven kind.
Like all new initiatives, there comes a time when a company has invested so much money that it starts to wonder when it will see a return.Read More
When You Just Can't Win: In HR Analytics, it is important to look ahead and think about unintended consequences. With some people analytics studies, you need to know when you just can't win otherwise you'll waste valuable budget/resources to produce no results. I'll provide examples.Read More
How can employers and employees prepare for a future demand in skills, particularly when they may not even exist yet? Well, one thing's for sure, collaboration will be key to ensure the sustainable evolution of the modern workplace.Read More
During the first few weeks of the year, we inevitably see various organizations issue predictions of what “will be hot.” Unfortunately, these are greatly unreliable because they tend to match whatever that organization wants to sell you this year. Yes, call me cynical. I prefer to gather views from clients and practitioners who live in the real world and who are best equipped to understand the impact of those challenges on what can truly be accomplished today. Based on this type of feedback, here is what I see continuing.Read More
While the implementation of GDPR has yielded additional transparency of data usage to employees, the voluntary transparency of additional employee data can be highly beneficial in strengthening the employee-employer relationship.Read More
In the analytics world, there are teams that are “stuck.” This article is to help those teams get “un-stuck.” Perhaps you headed down the path of analytics without a plan. Perhaps you had a plan but the ever-changing data privacy regulations halted that plan. It’s time to refocus so you can begin to move forward once again.Read More
The following overview is written as a guide to those new to analytics or new to solving business problems.Read More
In a recent interview, I was asked to explain the difference between HR Analytics and People Analytics. I wanted to share my response so people new the field could understand the history of these names and avoid confusion.Read More
This list is provided to help you get started in analytics. Examples are from HR-People Analytics, Supply Chain Analytics, Legal, Marketing and general Business Analytics. If you’re only interested in one of these areas, I have identified in each example, the business areas to which the idea applies. You can use that to skip quickly through the list.Read More
Show Me the Money: There are several ways that analytics professionals can produce “real money” from analytics…and you don’t need data as large as Amazon’s to do it. Think about two categories of money inside a company. There is the money that comes in from sales and there is the money tied up in various places in the company.Read More
With gender and ethnic diversity being such sensitive topics in recent years, it is the responsibility of both Human Resources, Legal teams and math experts to proactively provide statistical back-up to certain workforce decisions. One important application of math to workforce decisions is in avoiding adverse impact.Read More
When we think about our workforce, we generally think about employees of our company. These are the full time and / or part-time people who are on the company payroll and whose names exist in HRIS systems. For this group of people, most of their experiences are driven by the activities of HR (training, performance evaluation, recruitment, promotions, etc.)Read More