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Andrew combines a strong analytics background with deep domain knowledge about HR & workforce dynamics. With commercial analytics skills were developed from time in marketing and operations research he brings a fresh perspective to People Analytics challenges. In 2010, aware that the datafication that had transformed other functions such as marketing would do the same for HR, he founded OrganizationView, one of the earliest dedicated People Analytics firms. They continue to apply contemporary data science techniques to employee data working with leading global firms as well as other HR consultancies & technology firms. Andrew is equally comfortable discussing workforce strategies and decision making with executives as he is discussing machine learning algorithms with technologists. He has strong R programming skills, datavisualisation with Tableau, D3.js and ggplot2 and a good knowledge of the modern data scientists toolkit. Andrew is a frequent commentator, presenter, conference chair and educator in the field of People Analytics. He has been co-chair of Tucana's People Analytics conference since 2013 & chaired HR Tech Europe's inaugural 'Big Data' conference. He has presented at numerous conferences, both to HR and data science audiences. Andrew teaches and helps develop the CiPD's People Analytics syllabus as well as OrganizationView's People Analytics training program for senior HR audiences.

Deloitte recently published their annual Human Capital Trends publication. In it, they gave their article on people analytics the subtitle ‘stuck in neutral’.

It’s now over 5 years since I gave up big corporate HR life to build a startup in the people analytics. I had seen how data and analysis had revolutionised marketing and felt it was inevitable it would do the same to HR. In fact one of my earliest projects with OrganizationView was in a marketing department, using visualisation of their activities to drive a behavioural change in the marketing team towards collaboration.

Back then HR was interested in talking about analytics but had little real interest in starting. Now I think we’ve changed to knowing that it’s coming, that it’s of benefit but being confused about how to start.

There is a thought, propagated by some of the technology vendors, that technology solutions can solve the problem. I don’t fully agree with this view.

Certainly certain common requests can be automated but the key part of good analysis is linking it to the business strategy; not just enabling but providing opportunities which might help refine how you’re creating competitive advantage. This takes experience and knowledge – it takes good analysts.

Next week at HR Tech Europe I am running a session on People Analytics with a difference. Instead of presenting case studies or trying to demonstrate the potential ROI I’m going to show the sort of things people analysts actually do.

The session is called ‘People analytics using open source technology’. It’ll be a demonstration not a set of slides. I’m going to show a few different analyst activities that can be achieved quite easily without having to make a big technology investment. I’ll walk through how to do it and provide support materials so the audience can try it themselves.

Some of the things I’ll show how to do include:

  • Exploring data, spotting outliers, dirty data, reshaping it etc.
  • Creating great quality graphs that can be used to communicate
  • Using external data sources through APIs
  • Using location-based data, for example finding commute time for employees
  • How to get started with building predictive models

I hope to finish by doing something fun – analysing the twitter stream for the conference in real time.

When you look at the job descriptions for people analysts at the firms who are arguably leading this field they’re asking for experience of the sort of technology I’ll be using.

If you’re an HR Director I hope that I’ll be able to show you that moving from neutral into first gear doesn’t need to be a big step. If I can raise the confidence of some of the audience to go off and do some interesting things with their data I’ll have met my objective.

  • Hi Andrew, sorry I missed this demo ! Is there a video of it ? Or maybe you could plan on doing a live webinar with the same demo, for all the people who couldn’t attend HR Tech Europe ? If so, I’d love to hear about it !
    Thanks, Sandrine

  • Hi Sandrine,

    Thanks. I’ve had a few requests for a webinar on this so I plan to do one, probably in April. I’ll let you know when I have a date planned.

    Andrew