Four, easy to implement, analytics initiatives for HR practitioners who want to improve on their data usage and analysis.

1. High Impact and Low Cost Initiatives in Analytics
for Human Resource Practitioners
By Advanced Analytics and Research Lab

2. Data Analytics
HR Professionals

3. Agenda
1. Introduction
2. Four well-established initiatives in analytics that every
organization can start doing regardless of analytics
capabilities.
a. Data, Analytics and Organizational Strategy
b. KPIs and Reporting
c. Data Education for Everyone
d. Marketing Analytics
3. Close

4. What is analytics?

5. Analytics is the discovery,
interpretation, and communication
of meaningful patterns in data.
Data Science is the science and
methodologies of dealing with data
ANALYTICS AND DATA SCIENCE

6. DATA IS THE NEW OIL
What oil did for the economy in
the 20th century, data will do
for the 21st century.
Like oil, data needs to be
extracted, mined, and
refined before it can be used
to drive bottom line.
Analytics is the way to
refine data for decision
makers to achieve goals.

7. BENEFITS FOR ORGANIZATIONS
New Insights
AAARL will not only be able
to provide information about
trends in donor’s behaviours,
but also predict future
donations.
More Time
Increased bottom line
With detailed insights of how
consumers, the economy and
your internal organization
will behave now and in the
future, there are massive
opportunities.
Increased Productivity
Organizations will be able to
identify new areas of
operational improvements
with the help optimization
techniques from AAARL.
Automation of data
analysis means more
time to focus on other
important tasks.

8. ORGANIZATIONS’ ANALYTICS JOURNEY
No
Data
Data
Collection
Reporting
Ad Hoc
Analysis
Business
Intelligence
Descriptive
Analytics
Predictive
Analytics
Prescriptive
Analytics
Machine
Learning
Artificial
Intelligence
1

9. Analytics/Data Science:
Is not just a department
Is not just a profession
Is a mindset
Is a problem-solving method
Should be available to
everyone in various capacities
Advanced
Analytics and
Research Lab
Analytics Consulting and
Education

10. ❖ Founder/Executive Director of AAARL
❖ Previously Analytics Consulting in PwC
❖ Previously in Finance and Academia
❖ HBA at Ivey Business School
❖ Honors Economics at Western University
❖ MSc in Data Analytics
❖ Certified Barista. Avid Coffee Drinker
ERIC HUANG

11. 1. Automate process intensive/repetitive tasks.
➢ Free up time or HR practitioners to focus on what
they are good at empowering people.
2. Moving from reactive response to problems to
proactive.
➢ Using data to identify trends and gaps in the future.
3. Justify certain HR programs by linking
impact/performance to the initiative.
➢ Using correlation or predictive models.
Some dreams
for HR
analytics

12. Four Well-established Initiatives in
Analytics That Every Organization Can
Start Doing Now:

13. #1: Data, Analytics,
and Organization
Strategy

14. Problem Solving with
Analytics:
Non-Technical
Perspective
Questions
Data
Availability
Analysis
Recommendations
Execution
Outcome
assessment

15. Challenges
Day to day processes being time consuming
Inefficient Processes
Recognizing skills gaps
Organizational/Individual Performance
Reporting, Compliance
Support executive in strategic planning
Data/Analytics Solutions
Automate data collection, manipulation
Use data visualization to identify waste
Forecasting demand needs
Data collection, data visualization, alerts
Automated reporting/Dashboarding
Reporting, impact analysis (descriptive
analytics)
COMMON HR CHALLENGES AND DATA/ANALYTICS SOLUTIONS

16. 1. Start asking questions and see which data you can start
collecting to answer these questions.
2. See if your HR priorities and/or your organizational
priorities are aligned with the data you are collecting.
3. What other data can you collect that will be valuable to
you now and in the future.
4. Find talents internally that has an understanding of data
and give them the freedom to explore.
INITIATIVES

17. #2: KPI, Reporting,
Dashboarding

18. What is the right data?

19. Workforce
demographics
Compensation Recruitment Retention
Performance
management
Learning and
development
Health and safety
Employee
satisfaction and
engagement
KEY METRICS FOR HR FROM HR MANUAL

20. The trillion dollar
problem
-Neil Hepburn

21. What percentage of time
and resources does your
department/organization
spend manipulating data and
creating reports?

22. Decision makers
spend a
significant
portion of
time
preparing for
data analysis
Copy
&
Paste Excel
Functions
Final Excel
Sheet: Ready
to be
analyzed
Graphs
Pivot
tables
Summary
tables
Raw
data
More
Copy
&
Paste
Frustration!

23. Analytics/BI can automate the boring and repetitive analysis
using dashboarding software so decision makers can focus on what
they are good at:
Making impact and result-driven implications and decisions.
Custom built
metrics and KPI
Up to dateEasy to use
Clickable and
interactive
data
visualizations

24. Reiterate: Understand the organizational problem, define KPI and Stakeholder….and then worry about data, analytics and
visualization.
EASY TO IMPLEMENT TOOLS TO AUTOMATE REPORTING
Excel -
VBA Codes/Reporting
Dashboarding -
Qlik Sense is free and
very easy to use

25. #3: Data Education for
Everyone

26. There is a fundamental skill shortage in Canada
when it comes to coding, math and analytics.

28. KNOWLEDGE IS POWER
You don’t need advanced degrees to be a professional student

30. YOU ARE LIMITED NOT BY WHAT IS POSSIBLE,
RATHER BY WHAT YOU THINK IS POSSIBLE
HR
Expertise
Analytics
+ Data
New
Frontier

31. Education in analytics might
be one of the easiest and
cost effective way you can
increase your organization’s
analytics capability
1
Give the right people the
right education and tools….
and then give them the
capacity to explore!
2
RECAP ON INITIATIVES

32. #4 Marketing Analytics

33. Very popular because:
Easiest to understand
Easiest to quantify
Easiest to implement

34. Transactions Analysis (timing, value, frequency, basket)
Client Segmentation (purchase pattern, usage pattern, characteristics)
Advertisement Optimization
A/B Testing
Social Media Analytics (Sentiment on Social Media, Content Analysis)
BASIC TYPES OF MARKETING ANALYTICS
(FOR PRODUCTS, TALENTS, OR DONORS)

35. Advanced Analytics and Research
Lab
Chat with us to see what is possible
Affordable Analytics for everyone
Leave me your cards/email if you want the slides

36. Advanced Analytics and Research Lab
Add me on LinkedIn: Eric Huang
Analytics Strategy
Predictive analytics (marketing, financial, manufacturing, non-profits)
BI/Dashboarding
Public/Corporate Workshops: Intro to Data Science
eric.huang@aaarl.ca