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    Mini Task People Analytics Fundamental

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    Fia Nur Fitriana
    The document provides an overview of learning the fundamentals of people analytics, including how people analytics uses data and analytics to help HR make more informed decisions. It discusses the different approaches and processes for people analytics projects, as well as the different levels of analytics from descriptive to prescriptive. An exercise is included to have the reader come up with an action plan for people analytics objectives in a sample company.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Mini Task People Analytics Fundamental

    Uploaded by

    Fia Nur Fitriana
    29 views6 pages
    The document provides an overview of learning the fundamentals of people analytics, including how people analytics uses data and analytics to help HR make more informed decisions. It discusses the different approaches and processes for people analytics projects, as well as the different levels of analytics from descriptive to prescriptive. An exercise is included to have the reader come up with an action plan for people analytics objectives in a sample company.

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    The document provides an overview of learning the fundamentals of people analytics, including how people analytics uses data and analytics to help HR make more informed decisions. It discusses the different approaches and processes for people analytics projects, as well as the different levels of analytics from descriptive to prescriptive. An exercise is included to have the reader come up with an action plan for people analytics objectives in a sample company.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    29 views6 pages

    Mini Task People Analytics Fundamental

    Uploaded by

    Fia Nur Fitriana
    The document provides an overview of learning the fundamentals of people analytics, including how people analytics uses data and analytics to help HR make more informed decisions. It discusses the different approaches and processes for people analytics projects, as well as the different levels of analytics from descriptive to prescriptive. An exercise is included to have the reader come up with an action plan for people analytics objectives in a sample company.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 6

    Link terkait People Metrics

    Berikut adalah link tambahan yang dapat digunakan untuk mempermudah pengerjaan Mini Task HR
    ini :
    1. https://drive.google.com/file/d/1M3njLAWHCOUmslEDpD0CE6mjnFP7gWGH/view?usp=s
    haring
    2. https://drive.google.com/file/d/1UAGOOqhKlFVfdYBbrT29FeVgmDCqkCkH/view?usp=shar
    e_link
    SHORT CLASS

    HUMAN RESOURCE

    Learning The
    Fundamentals of
    People Analytics
    Oleh : Fia Nurfitriana

    JOIN THE BEST UPSKILLING COMMUNITY


    WITH ME at myskill.id/bootcamp MINI TASK
    Course Summary
    Introduction to People Analytics

    • People analytics lives at the intersection of statistics, behavioral science, technology, systems, and
    people/business strategy.
    • Since people analytics involves aggregating and analyzing data, it requires a skillset (business,
    marketing, HR, data, IT) that goes beyond those considered ‘traditional’ to HR.
    • People analytics help HR make more informed and evidence-based decisions, leading to more
    effective and efficient, targeted, and context-specific HR practices. Which eventually will help to drive
    better business outcome.
    • Analytics help us escape our biases and imperfect decision-making, enabling us to make better
    decisions and be fairer to everyone.

    #RintisKarirImpian
    Course Summary
    People Analytics Project: Approach People Analytics Project: Process
    1. Waterfall Approach 1. Ask the Right Questions
    2. Agile Approach 2. Data Selection
    3. Data Cleaning
    4. Data Analysis
    People Analytics Project: Levels
    1. Descriptive Analytics
    5. Interpretation & Execution
    2. Diagnostic Analytics
    3. Predictive Analytics
    4. Prescriptive Analytics

    #RintisKarirImpian
    Exercise
    1. What do you think are the common People Analytic challenges & how to tackle them
    2. Imagine you are just recently hired as a People Analytics Specialist in a SaaS company. This year,
    some of the objectives of the company revolve around Company Performance, Company Size
    Growth, and Employee Retention. Create an action plan that includes:
    a. What dashboard(s) are you going to develop in the first year of your employment & why
    b. What metrics you are going to show in the dashboard(s) & why?
    c. What approach and project management methodology you are going to use in the
    development of the dashboard(s) & why?
    d. Determine the maturity level of your people analytics project!
    e. What data(s)/variable(s) would you need in order to develop the dashboard(s) (e.g. Join Date,
    Resign Date, etc.)
    Jawaban Exercise
    1. Unconditional bias, so just more objective when analyzing people.

    2. Key Performance Indicators (KPIs). Because KPIs provide insight into whether an organization is meeting
    its goals, staying on track, or veering off course. By tracking KPIs, businesses and organizations can
    make necessary adjustment to stay on target.

    3. Revenue per employee, profit per employee, profit per FTE, Absence rate, absence rate per
    manager/department, voluntary turnover rate, involuntary turnover rate, involuntary turnover rate, turnover
    rate of talent, turnover rate, turnover rate per manager/department, time until promotion, promotion rate,
    satisfaction rare, salary hike since last year, candidate job satisfaction. Because it fits with company
    needs.

    4. Agile methodology, flexible improvement.

    5. Comprehensive company and employee data.

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