What are some of the skills and competencies that HR analytics professionals need?

Data literacy involves understanding the kind of data that you have and how the data can be used. There are 4 key types of analytics: Descriptive Analytics - What happened? Diagnostic Analytics - Why did this happen? Predictive Analytics - What is likely to happen? Prescriptive Analytics - What can I do next?

Data literacy is the ability to analyze and interpret data as information. The goal is to 1) derive actionable insights, 2) inform decision-making, and 3) assess HR’s contribution to achieving strategic business objectives. Specific data literacy behaviors include: - Reading Data: Analyzing and understanding data - Creating Data: Identifying opportunities to set metrics & KPIs - Applying Data: Aggregating data to make evidence-based decisions - Ethical Data Applications: Working with data in an ethical manner - Developing Relevant Hypotheses: Identify and define business problems that can be solved with people data - Communicating Data Stories: Packaging, visualizing and leveraging storytelling to effectively communicate data.

Além de ter uma visão humana é importante que o pessoal do RH tenha facilidade em análise de dados para entender o momento do mercado, estatísticas e métricas para estruturar o processo.

1.Data Management & Analysis Tools: Proficiency in tools like Excel, SQL, Python & R for handling and analyzing large datasets. 2. HR Metrics : Knowledge of HR metrics such as turnover, employee engagement, performance & diversity. 3.Statistical & Predictive Modeling: Ability to use statistical techniques & predictive models to identify trends and forecast outcomes. 4.Data Visualization: Skills in visualization tools -Power BI ,Tableau to create clear, actionable reports. 5.Communication & Storytelling: Ability to translate complex data insights into understandable and actionable recommendations for stakeholders. 6.Business Insights: Understanding of how data insights align with organizational goals and strategies to inform decision-making.

Embracing HR analytics is pivotal for a data-driven landscape. We often resist change by clinging to comfort zones. However, to thrive, we must proactively adapt. A fundamental step in analytics is to grasp statistical concepts and data science methodologies, which serve as the bedrock of data analytics. Understanding these principles allows us to apply statistics to our daily organizational activities, identifying issues and prescribing solutions. To acquire this technical proficiency, consider various avenues: Participate in training and workshops on HR analytics. Equip HR analytics tools like R, Python, SPSS or Minitab, Power BI or Tableau. Once gain the expertise, they can fine-tune by networking, engaging in projects, mentorship etc

Data Literacy 100%. • 85% of CHROs expect data-driven insights daily • Data literacy will be the most in-demand skill in HR It is no longer an option. It's a must.

HR analytics professionals need skills like data proficiency, including data collection and analysis using tools like Excel, SQL, and Python. They must understand statistical methods for accurate interpretation. Knowledge of business operations and HR processes ensures relevance. Proficiency with HR analytics software like Power BI and Tableau is crucial. Strong communication skills are needed to present findings effectively. Problem-solving abilities translate data into actionable insights. Ethical judgment ensures responsible handling of sensitive information. These skills help integrate data and drive strategic decisions.

Firstly - data accuracy is crucial, custodians of data should ensure data is not doctored to present a great picture Secondly - it is okay if the information displays areas of improvement This will only help managers, leaders and the management to support and foster the development, growth and improvement. Educate employees to input the right numbers that can lead to better outcomes and performance for one and all.

For me, data literacy for HR professionals is about understanding the metric and how it links to other metrics. Metrics work best together, especially when looking into potential issues.

Data literacy is not just about being data savvy but also about ones ability to communicate information and insights in a way which is easily understood by the target audience, enabling informed decision making. In today's data-driven world, data literacy is a crucial skill for navigating and leveraging information for better decision-making across various domains, be it business or personal life. Given the abundance of data available in this day and age, data literacy helps a professional to know: 1) What data is useful for the business/HR problem in hand? 2) What is the right analytical technique to solve the problem? 3) What data visualization / way of presentation will bring insight to light and drive desired outcomes?

One of the ways by which HR can be a strategic partner is to understand the business and it's technicalities. The HR team must learn organization-specific and technical knowledge of the industry. It is only then that HR data can be analyzed and interpreted effectively in a way that contributes to business success. Here are 6 key questions that can help HR Professionals to develop business acumen: • How does my company make money? • What is the business model of my company? • Who are the key stakeholders in my company? • What are the touch points in the customer journey of my company's products and services? • What are the threats (internal and external) that can affect my company's existence? • Who are our competitors?

A business Acumen Skill enables HR analytics professionals to analyze HR data in the context of the organization's goals and challenges. This means understanding the key metrics and analytics that are relevant to the organization's success and using that knowledge to drive data-driven decision making in HR. For example, an HR analytics professional with strong business acumen would be able to identify which HR metrics are most important for the organization's strategic objectives, such as employee retention, productivity, or diversity and inclusion. They would then analyze and interpret the data to provide insights and recommendations that align with the organization's goals, ultimately contributing to its overall success.

In my experience, HR analytics professionals need solid business acumen to effectively bridge HR data with the organization’s broader objectives. It is crucial they understand core business metrics like profitability, operational efficiency, and employee engagement, and how HR initiatives influence these areas. They should be able to interpret workforce data through the lens of business strategy, ensuring that insights support decision-making at all levels. Additionally, they must communicate findings in a way that resonates with business leaders, demonstrating how HR contributes to achieving key organizational goals.

Being able to understand HR data in a way that can help your organization's goals and strategies it's super essential! The ability to to measure and analyze HR-related metrics, such as turnover rates, productivity, and employee engagement, and connect these metrics to the organization's overall performance, helps in recognizing the direct impact of HR on business outcomes. And that is something very crucial and hard to find for business owners (HRDs, CEOs).

Best way to crack this is speak to your stakeholders! Business understanding, awareness and guidance can be found from within the organisation when the right questions are asked fearlessly. Organisations already have the SMEs, HR (recruitment team) can provide guidance from market, customer demands and competitors - which are available with vendor partners and to a great extent our own leaders as they too follow competitors very closely.

Business acumen is like a compass guiding important decisions. In HR analytics, it's not just about numbers, it's about understanding what they mean for our organization's success. As HR analytics professionals, we're more than just data analysts. We're like advisors who use data to make smart decisions. We dig deeper than just looking at numbers to find patterns that help our organization grow. Whether it's optimizing talent acquisition strategies, refining employee engagement initiatives, or streamlining performance management processes, our insights are grounded in a holistic understanding of how each decision impacts the broader business landscape.

HR analytics professionals must possess strong business acumen, which involves understanding how the organization operates, its goals, and challenges, and how HR can contribute to its success. They should align their data projects with strategic priorities, demonstrate the value of their findings, and solve business problems using data. Additionally, they need to be aware of external factors impacting the organization, such as market conditions and competitors.

Business acumen is the backbone of effective HR analytics. Understanding organizational goals, challenges, and market dynamics is crucial for aligning data projects with strategic priorities. By demonstrating the value of our insights and solving business problems with data-driven solutions, we drive meaningful impact and contribute to organizational success. Let's stay informed, adaptive, and proactive in leveraging HR analytics to drive business outcomes.

Understanding the business helps the HR professional with storytelling. HR data can, and should, be used to inform business decisions. Data analytics using HR data can be incredibly powerful and HR professionals need to step away from the 'it can't be shared' because it can be shared when appropriate precautions have been taken.

This is the area where some HR analytics professionals fall short. Your average analyst is comfortable with data, enjoys being in spreadsheets, and likes to make dashboards. But to make the analytical insights and outcomes actually matter to business decision makers, those insights and recommendations must come with a strong dose of business acumen. HR analytics professionals must do their best to stay current on the business: its challenges, the company strategy, financial impacts of recommendations, etc.

One thing that I have found useful in my experience is to have an HRIS in place and set up access controls. A Human Resources Information System (HRIS) is a software that helps organizations to manage and automate HR functions and processes. Recruitment, Payroll, Performance Management, Employee Surveys, Onboarding, etc can be managed on the HRIS. These HR activities produce a lot of data (quantitative and qualitative) which may be very sensitive and should not be accessible to all kinds of employees. Setting up access controls across different cadres in the organization will help to protect the privacy and security of the data collected. In one of my previous roles, the health data of employees can only be viewed by the HR team.

My training in industrial and organizational psychology taught me that it is important to remember that numbers represent people when working with organizational data. Maintaining this perspective helps humanize data and ensure that data-driven recommendations for organizational changes or policies are grounded in humanity rather than focusing solely on the bottom line.

Ethical handling of data in HR analytics is about compliance, but it's also about integrity and respect for the individual. Integrity in Data Protection: Just as good leaders do right by their teams, HR pros must safeguard data privacy with the utmost care, staying up-to-date with laws and ethical standards.

In HR analytics, ethical awareness extends beyond mere compliance; it involves cultivating a culture of trust and transparency. For instance, a practice that is vital for the responsible handling of sensitive employee data is implementing clear data usage policies. This can help in maintaining the integrity of HR operations as our role and responsibility does not end at data retention.

As a former EEOC investigator, I know that it is critical for all HR analytics professionals to have a solid understanding of anti-discrimination laws in order to avoid unintentional bias.

Ethical awareness ensures HR analytics professionals handle data responsibly by protecting privacy, ensuring accuracy, avoiding bias, and complying with laws. It promotes transparency, accountability, and respect for individuals’ rights.

Ethics when using HR data is absolutely critical. First off, HR teams need to be able to tell employees what they are using their data for - before, during and after employment. HR teams need to look at the security practices of the systems that they use, are they ISO27001 compliant? In the UK do they have cyber essentials?

The selection of software, such as Human Resources Information System (HRIS), that manages and automates HR functions and processes is critical in this case. The data that supports the journey of HR analytics can belong to employees, the company, customers, or other specific individuals and institutions. Just as we benefit from this data, it is important to ensure the quality, accuracy, and most importantly, the privacy and security of the data.

Ethical awareness is vital for HR analytics professionals to understand the ethical considerations surrounding data usage, particularly concerning human data. It involves safeguarding data privacy and security, adhering to laws and regulations, ensuring data accuracy, and avoiding bias and discrimination. Transparency, accountability, and respect for data subjects' rights are also essential aspects of ethical awareness in data practices.

Ethical awareness is crucial for HR analytics professionals, involving understanding the ethical implications of working with human data. They must protect data privacy and comply with laws, ensure data quality, and avoid bias and discrimination. Transparency, accountability, and respect for data subjects' rights are essential.

HR analytics professionals need to be skilled in collaboration because their work is fundamentally about connecting dots across the organization. Think of them as the bridge builders in the HR world. They gather insights from various departments, like finance, operations, and the HR team itself, to inform strategic decisions. By collaborating effectively, they ensure that the data they analyze translates into meaningful actions that align with the company’s goals. It's all about teamwork; without solid collaboration skills, the insights derived from HR analytics might just sit in a spreadsheet, never to see the light of practical application.

To be successful in HR analytics, you need to collaborate with many different stakeholders. These include your HR and business stakeholders who want you to solve a specific problem using data, the HRIS administrator who owns that data, data science expertise that is often located in a centralized unit, and legal to ensure your project is compliant with privacy regulation. Collaboration is also vital when it comes to implementing people analytics findings. This requires collaboration with the people analytics team, business partners who implement the findings, line managers who need to incorporate the insights into their day-to-day people habits, and senior HR leadership who may, at times, be skeptical about a data-driven approach.

If it is possible, HR analytics should be independent from other HR organizations. That's why all HRIS - People Analytics and HR Projects structures have been merging and turning into HR Technology. Only in this way can all HR be seen from a broad perspective where they create input and output for each other.

Data alone is worthless! You need to collaborate with other stakeholders and action leaders so you can fully understand the goals or questions of your analysis AND so the data and analysis you gather can actually lead to change. For example, if I am doing an ROI analysis on an onboarding program without talking to team members I might focus on new hire turnover. If I work with the project owners, I might learn that the main goal of the program was to boost billable hours in the first 6 months and my turnover data isn't a main point of interest! Further, if I don't share the information objectively and clearly the team won't make confident adjustments!

The analytics profession can attract people with more of an introverted personality at times. It is important for HR analytics professionals to value and dedicate bandwidth to their network of customers, managers, vendors, and peers. Nothing is accomplished in business by the lone employee. Collaboration is essential making progress and getting your ideas heard.

Los profesionales en People Analytics necesitan una combinación única de habilidades técnicas y blandas. Desde el dominio de herramientas de análisis de datos y software estadístico, hasta una comprensión profunda de las métricas de RRHH que impulsan la toma de decisiones en la organización. Las competencias analíticas deben ir de la mano con una sólida capacidad para interpretar y comunicar los resultados de una manera que sea comprensible y accionable para los stakeholders.

HR analytics is so much fun but very difficult at the same time. HR Analytics Professionals need to be very good in communication but not only in terms of speaking to colleagues. HR Analytics is a field where we need to speak many languages not limited to HR and analytics. We need to be able to translate data and insights into a common language where stakeholders understand and adapt. Without understanding business needs, company's goals, stakeholder expectations and finding a common ground, HR Analytics would not contribute to a data-driven approach in HR but will only stay as some figures and charts.

Collaboration is key. HR needs to build better relationships with their stakeholders to ensure that the HR analytics that they present are appropriate, informed and timely. Its about working together not against each other or in silo's.

Collaboration skills are key for HR analytics professionals to thrive, enabling effective interaction with stakeholders both within and beyond HR. They should communicate well, grasp diverse viewpoints, and engage with managers, employees, and vendors. Teamwork, knowledge sharing, and leveraging others' expertise are vital, along with adaptability and resilience to navigate change and uncertainty.

Collaboration skills are vital for HR analytics professionals, enabling effective teamwork and communication with diverse stakeholders. They must understand different perspectives, work in teams, and share knowledge. Adaptability and flexibility are key, especially in navigating change and uncertainty.

In today's world of business, new ways of doing things are constantly emerging. This is why intellectual curiosity and learning agility are very important for HR analytics professionals. They must be willing to learn, unlearn and relearn so that they can contribute strategically to the company's success.

HR Analytics is a relatively new field, no one in this field can afford to rest on their current skill set. Many professionals in this space must either acquire new data analytics skills to complement their HR background or gain a better understanding of the HR landscape to complement their data analytics background. I am working on a graduate certificate for this very reason. In general, regardless of field, individuals who continually engage in learning and have the ability to seek out new information for problem-solving are the ones who emerge as leaders and enjoy more flexible career paths.

Understanding mindset and the differences between all, it is key to take into account how employees react to change and understanding how they differentiate, some employees might need more help adapting to short and long term change.

As professionals in this field, we operate at the intersection of various disciplines such as HR, data science, statistics, psychology, and business. By embracing this interdisciplinary approach, we harness insights from diverse fields to drive informed decisions and create meaningful impact within our organizations. 📊 Additionally, we navigate through a complex data landscape, where understanding and analyzing vast datasets are paramount. Our commitment to continuous learning and adaptation enables us to effectively interpret complex data, extract actionable insights, and drive strategic HR initiatives that propel organizational success. 💪#HRAnalytics

A learning mindset is crucial for HR analytics professionals, embodying curiosity, openness, and a drive to improve. They must adapt to the rapid changes in data and analytics, continuously acquiring new skills and knowledge. Experimentation, innovation, and learning from both successes and failures are essential. Moreover, staying humble, seeking feedback, and being receptive to support are integral aspects of fostering a learning mindset.

A learning mindset is crucial for HR analytics experts, involving curiosity, openness, and a willingness to improve. They must adapt to the evolving data landscape, learning new skills and embracing innovation. Humility and receptiveness to feedback are essential for growth and development in the field.

HR analytics pros need a strong skill set: they should be ace at analyzing data and spotting trends. Technical know-how in HR systems, along with data visualization, is key. They've got to get the business side of things, knowing how their data fits into the company's big picture. Clear communication is a must—they've got to make complex data easy to grasp for everyone. They should be problem solvers, detail-oriented to avoid errors, and ethical in managing private info. Project management skills are also handy to keep things running smoothly. And since tech changes fast, they've got to love learning and stay up-to-date.

A learning mindset is crucial for HR analytics professionals, involving curiosity, openness, and a willingness to learn and improve. They must keep up with the evolving field of data and analytics, experiment, and innovate. Being humble, receptive to feedback, and seeking support are also important aspects.

“Evolving Expertise - Embracing Continuous Learning” The field of HR analytics is ever-changing. A learning mindset empowers professionals to stay current with the latest tools, techniques, and trends. It’s about being adaptable and eager to grow one’s skill set continuously.

La mentalidad de aprendizaje es crucial en HR Analytics porque abre puertas a la innovación y la mejora continua. En mi trayectoria, he visto cómo mantenerse al día con las últimas herramientas y técnicas no solo mejora la precisión de los análisis, sino que también fomenta un ambiente de crecimiento constante. Aprendí que estar dispuesto a experimentar y aprender de los errores fortalece la capacidad de encontrar soluciones más efectivas. Esta mentalidad no solo mejora la calidad de los datos y decisiones, sino que también fortalece la colaboración y la adaptabilidad en equipos interdisciplinarios.

Stakeholder management. HR analytics is a new space for many HR departments. To be successful in people analytics, you need to be able to manage change, deal with (internal) resistance, and build trust and support with various stakeholders. You need this in order to get interesting HR analytics queries to come your way, to gain access to HR data, and to get buy-in from your data privacy officer as well.

Finally, I'd like to state that HR Analytics is beyond creating fancy dashboards. The process of data collection, cleaning, analysis, interpretation and visualization must provide insights that can aid decision-making and business performance.

In conclusion, follow these three steps: 1. Master the use of data to identify HR business problems or needs. 2. Dive deep into data to understand the root cause of business issues. 3. Skillfully convert data into useful information for effective solutions. Business knowledge is the core, and data skills are your tools—akin to digging for fortune, understanding the soil (business) and choosing the right shovel (data tool) is crucial for success.

Creative mindset: As HR Analytics professional, we constantly need to think of new ideas to initiate, implement and execute data initiatives and projects for the Organization. Hence, it’s important that we think out of the box and let the creative juices flowing. Constant ideas on how to integrate/marry different HR datasets to bring in new insight for any business problem.

We can’t forget the foundational importance of HR knowledge in HR analytics. If we want to meaningfully inform workforce decisions that truly move the needle, we need to understand our workforce and the employee experience journey. Learning HR strategies, practices, requirements, systems, and data helps throughout the HR analytics process: from asking the right questions and collecting the right data to interpreting complex findings and translating them into actionable insights. While the ultimate goal is solving business problems, our HR lens helps ensure we’re not only data-driven but remain people-centric.

Change Management is one of the skills required for effective adoption of insights derived from different People Analytics Projects. Understanding how to implement changes based on data insights and managing the organizational change process is an important skill.

we should be comfortable with tools that help analyze data and understand HR processes well. It's important to communicate findings clearly and work well with others. Being able to think critically and solve problems is also crucial. Successful HR analytics professionals use data to make smart decisions that help the company do better.

Apart from all the skills/ competencies mentioned, professionals should try to create a niche/ USP by leveraging the following: 1. Continuous Learning and Certification - updated with the latest trends and advancements, obtain certifications in relevant tools and methodologies 2. Specialize in a specific aspect of HR analytics, like talent acquisition analytics, employee performance analysis, or diversity and inclusion metrics. 3. Building a Strong Professional Network - Engage with industry professionals, attend HR and tech conferences 4. Showcasing Work and Achievements - Maintain a portfolio of projects and case studies; Publish articles, deliver presentations, contribute to industry panels 5. Leveraging Advanced Technologies e.g. GenAI

The advancements in artificial intelligence make the automation of human tasks possible, yet machines lack social skills. Therefore, it is crucial to be curious and ask "why?" for every piece of data. There are always alternative ideas and approaches, but if we are not curious enough to notice them, we cannot fully utilize our competency.