7 HR Data Sets for People Analytics

Analytics in HR

HR data sets are rare finds. In this article, I will list the 7 best HR data sets available online. In addition to the data set, I will also list the challenges in the data. This can be a potential analysis or something to look out for in the data. We strongly advocate using data and statistics as a means to an end. In analytics we want to contribute to solving business issues using data and statistics. This data set is neatly structured.

7 HR Data Sets for People Analytics

Analytics in HR

HR data sets are rare finds. In this article, I will list the 7 best HR data sets available online. In addition to the data set, I will also list the challenges in the data. This can be a potential analysis or something to look out for in the data. We strongly advocate using data and statistics as a means to an end. In analytics we want to contribute to solving business issues using data and statistics. This data set is neatly structured.

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Using HR Analytics and Big Data in the Workplace

EmployeeConnect

The concept of using Big Data and HR Analytics in the workplace has become a debatable issue when it was revealed how certain employers are using the help of outside data firms to forecast the health risks of its employees. People expressed their concerns as they felt that their personal and sensitive health information is in jeopardy because if their employers have access to this personal data it can be used in ways which may not be in their favour. Analytics

How to Protect Yourself From Biased Analytics

Ultimate Software

Analytics are super cool. While these are all great, admirable goals, analytics pose risk too. One of the biggest risks analytics pose is unlawful discrimination. We’ve known that analytics can be discriminatory for a while now. We’ve seen discriminatory results in analytics in the justice system , advertising , and many, many others. Because analytics incorporates the biases we all have. We know that bias is in our performance data.

The Ethical Benchmarking of HR analytics

Analytics in HR

HR analytics has been defined as the systematic identification and quantification of the people drivers of business outcomes. The question is: how do we ensure that HR analytics are ethical? Legal frameworks such as the European General Data Protection Legislation (GDPR) provide guidance in differentiating right from wrong. However, it falls short of mandating the employees’ right to be involved in the development and application of HR analytics. HR Analytics

EEOC Releases Graphical Data

Berkshire Associates

The Equal Employment Opportunity Commission (EEOC) released graphics that display employment discrimination statistics data over a period of five years. Developed by the EEOC’s Office of Enterprise Data and Analytics, the agency’s goal is to share their enforcement data in a simple, easy to understand visual for all stakeholders.

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EEOC to Host Public Meeting on “Big Data and Employment Discrimination”

Berkshire Associates

Eastern Time to discuss “Big Data and Employment Discrimination.” The meeting will “examine big data trends and technologies, the benefits and risks of big data analytics, current and potential uses of big data in employment, and how the use of big data may implicate equal employment opportunity laws.”. Affirmative Action Diversity Workplace Discrimination

Sumser: Fighting bias through data-driven software development

HRExecutive

And,” he added, “we really interrogate the data in search of insight. We mine the data and reevaluate workflows in search of the things that make a real difference.” For many, a mispronounced name is a signal of subtle and not so subtle discrimination to come.

HR Moments Matter: 3 Compensation Challenges Solved With People Analytics

Visier

Being a people analytics expert doesn’t mean you need years of technical experience. Rather, it’s about knowing where to focus and using the right technology to make analytics more accessible. Aha Moments and HR Analytics.

Solving Gender Disparity Requires Analytics that Discover the Intersections

Visier

How can leaders use analytics to identify the best ways to accelerate women’s career progress? Yet such data offer a dizzying array of suggestions, each supported by a particular data finding: Pay men and women equally; equalize development opportunities; provide flexibility to juggle work and personal demands; eliminate gender discrimination; help women feel included; start formal mentoring programs for women, etc. . How Analytics Can Reduce Gender Disparity.

People Analytics – The Future of Knowing Analytics About Your Team

Thrive Global

Although it’s been a buzzword for the last several years, businesses have relied on analytics, at least since the Industrial Revolution. But here is the future: People Analytics. The future will be knowing and understanding the analytics about your team. What is People Analytics?

Gender Pay Gap and People Analytics: A Practice with Open Data

Littal Shemer

Gender Pay Gap and People Analytics: A Practice with Open Data. Educating and mentoring HR professionals to embrace the practices of People Analytics is a challenge. However, one issue remained unsolved for years: The lack of open HR data to practice on. Although there are many inspiring case studies of People Analytics, obviously, organizations don’t share their people data for the sake of learning. A Practice with Open Data.

The Dilemma of Predictive Analytics for HR

OmegaHR Solutions

It turns out the article was actually the forward to the book Predictive Analytics: The Power to Predict Who Will Click, Buy, Lie or Die by Eric Siegel. Apparently things are changing so fast in the predictive analytics world that Siegel has already revised his 2013 book, with the revised copy coming out in January 2016. Predictive analytics is amoral. Both Siegel and Davenport point out that predictive analytics, like technology advances, is amoral.

Interview with Littal Shemer Haim, People Analytics Consultant

Analytics in HR

At UNLEASH Amsterdam I was lucky to run into Littal Shemer Haim , an independent people analytics consultant based in Israel. Littal has 25 years of experience doing analytics, starting long before the field was even called people analytics. Because you have been in people analytics for over 25 years, which I think is really impressive. Littal : It wasn’t called people analytics, you know? And I think that’s where analytics is going.

HR Moments Matter: 3 Compensation Challenges Solved With People Analytics

Visier

Being a people analytics expert doesn’t mean you need years of technical experience. Rather, it’s about knowing where to focus and using the right technology to make analytics more accessible. In this series, Allison McConville, Visier’s VP of Human Resources , will share how you can use data to support the people moments that matter, enabling the best decisions for both your employees and your organization. Aha Moments and HR Analytics.

Top 5 Trending HR analytics Articles of October 2018

Analytics in HR

Here at Analytics in HR, we’re definitely noticing the weather changes. Enjoy the following top articles in the HR Analytics space of October 2018! #5: 5: 3 common mistakes that can derail your team’s predictive analytics efforts. Clean data? HR Analytics

Boosting Employee Retention with Predictive Analytics

Analytics in HR

However, I will address a strategy of identifying employees at risk, and how employee surveys, segmentation, and predictive analytics can help. Predictive Analytics. Our mission, then, is to employ predictive analytics and ‘score’ which employees are at risk of churn versus those who are stable. Without going too much into the math, the data is matched for employees where each row is an employee and each column is a record of some sort. HR Analytics

The Compliance Downside of Big Data

Workology

The use of big data in human resources is all the rage today. More and more companies, at least the large ones, are collecting and using employee and prospect data to be able to make determinations about their workforces. The data is being used for promotions, terminations as well as new hires and it should be. There is however, a downside of the use of that data. The Risks of Big Data. A major risk is that of disparate impact discrimination.

HR-tech providers are stepping up with free access to data, apps

HRExecutive

But based on recent data, that number will pale compared to 2020. For COVID-19, it enables HR and employee-relations teams to: document and track any and all issues related to the outbreak, including performance management, accommodations, allegations of discrimination or harassment and more; implement consistent issue tracking and reporting for all employees, including those who are working from home; follow a compliant process to ensure fair fact-finding, when required; and.

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Here's Why Intuition Matters In Our Data-Driven Age

Cornerstone On Demand

In the age of analytics, why are we so enamored with reducing the “human" in order to embrace the data? " I'm sorry, data-loving colleagues, but the job of recruiting should not be left to software alone. In researching this topic, I reached out to predictive analytics expert Jeffrey Strickland , Ph.D. His entire professional life focuses on data, but he urges us to recognize that data is not the whole picture.

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People Analytics and AI in the Workplace: Four Dimensions of Trust

Analytics in HR

AI and People Analytics have taken off. Companies use surveys and feedback tools to get our opinions, new tools monitor emails and our network of communications (ONA), we capture data on travel, location, and mobility, and organizations now have data on our wellbeing, fitness, and health. In the early days of HR analytics, companies captured employee data to measure span of control, the distribution of performance ratings, succession pipeline, and other talent-related topics.

What Employee Analytics Won't Tell You

nettime solutions

Many businesses are reaping the benefits from employee data analytics. What many businesses are beginning to focus on in addition to performance is employee analytics. Any business owner, executive or employee highly involved with analyzing data – you want your company to maximize its performance levels in every single area of the organization. Objections to be Aware of Regarding Employee Analytics. labor analytics employee engagement

Cafe Classic: Could Big Data Bring Big Dilemmas?

Compensation Cafe

Editor's Note: Data and analytics are big topics - and big priorities - in a lot of HR shops these days. As we in HR work to absorb and apply the possibilities that data and analytics present for the design and administration of employee pay, we often look to our peers in Marketing - always several steps ahead of us in this game - for lessons and insights. Specifically, the degree to which Big Data may be creating a new potential and power to discriminate.

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Data or Intuition: When Should HR Rely on the Numbers?

Cornerstone On Demand

So, how do you know when it makes sense to use data and when to trust your gut? Yes, personality can be one of the items on your checklist, but using objective data allows you to avoid making an irrational—and sometimes illegal—decision. Using your data can save you a lot of headaches in the future. Instead, use data to determine what perks and programs will benefit your employees. That's when your data needs to come out in full force.

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EEOC to Tackle Use of Big Data in Employment

HRWatchdog

Does big data trigger discrimination claims? The Equal Employment Opportunity Commission (EEOC) will hold a public meeting tomorrow “Big Data in the Workplace: Examining Implications for Equal Employment Opportunity Law.” ” In human resources, “big data” may be used during the hiring process. Or big data can be used to crunch social media profiles, records of employment, online resume profiles and tests.

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Are You Making the Most of Your HR Data? Here’s What Businesses Are Doing with HR Analytics

Evil HR Lady

HR data is a rapidly evolving field. Despite the potential, the availability of data and tech can be overwhelming. Why do organizations collect HR data and how are they making the most of it? What Types of HR Data Should You Track? You can track just about everything, but you don’t want data overload. In employee relations, 100 percent of responding companies said that they track the type of offense (harassment, discrimination, etc.),

How to Use People Analytics and Recognition to Strengthen Culture

Bonusly

Data and analytics are the next big thing in HR, but do you really know how to implement your findings in meaningful ways? When we spoke with people analytics thought leader Lisa Donchak of the Wharton School, she explained, “Even 15-20 years ago, there were very few institutions rigorously collecting this data about anything, much less about their employees or who they might want to hire.”. Still, HR analytics is relatively new and often undervalued.

Data-driven recruiting 101: How to improve your hiring process

Workable

Traditional recruiting used to rely on luck and intuition more than data, which was time-consuming to amass and analyze. But now, with a wealth of software and analytics tools available on the market, anyone can create a data-driven recruiting process. What is data-driven recruiting? Data-driven recruiting is when you use tangible facts and stats to inform your hiring decisions, from selecting candidates to creating hiring plans. Collect data efficiently.

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EEO-1 Component 2 Pay Data Analysis

Biddle Consulting

External Pay Equity: The OFCCP will measure pay equity between companies; specifically, they will compare a company’s EEO-1 Pay Data against others in the relevant business sector. The OFCCP is less clear on their strategy to measure external pay equity with the EEO-1 pay data. Contractors need to be aware that there is an analytical approach that could assist the OFCCP and EEOC to identify employers with potential pay equity problems.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.

Analytics Leaders Discuss New Trends

Bersin with Deloitte

Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.

Predictive Analytics in HR: Our Crystal Ball Says …

SMD HR

This fourth prediction is probably the most important for you to consider as you develop analytical capabilities in your organization. 4 Bad Analytics Leads to Bad Business. There are lots of vendors jumping on the analytics bandwagon. Some are just re-branding things they were already doing and calling it analytics. Affirmative Action Wins: Affirmative action lawsuits will be won in court based on a “predictive metric” with adverse impact or discrimination.

Get Your Crystal Balls Ready, HR Data Ninjas

SuccessFactors

There is a way to avoid this continuing to happen… HR, it is time to embrace your inner Data Ninja! HR analytics and workforce planning. Although companies generally have useful workforce data distributed across the business, fewer than 22% of those surveyed by Harvard Business Review felt able to leverage this data. This means that 78% struggled to connect and analyze workforce data as a basis for talent-related discussions.

Paycor Recruiting Reporting and Analytics

Paycor

Executives can make data-driven hiring decisions and improve ROI. Make data-driven decisions. Our dashboards and hiring analytics make sure nothing slips through the cracks. Paycor Recruiting will even help you format your reports making it easy to send production-quality data to managers and executives. Paycor Recruiting has the most complete EEOC & OFCCP compliance hiring reports because it automatically tracks and stores all compliance data.

How companies endanger customer data

Qualtrics

However, there’s an expectation that the increasing number of clients have but few companies notice: data privacy and security. Modern business practices and data privacy. Their IP addresses are still visible to the website and analytical cookies still monitor their behavior. This is to say nothing about analytical services that run on most commercial sites and are a separate tracking entity. It can happen if a data breach occurs.

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