What are the best practices for using HR analytics and data visualization?

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HR technology and innovation skills are essential for personnel managers who want to leverage data and insights to improve their workforce performance, engagement, and retention. In this article, we will explore what are the best practices for using HR analytics and data visualization, and how to develop these skills and competencies.

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1 HR analytics and data visualization

HR analytics is the process of collecting, analyzing, and interpreting data related to human resources, such as recruitment, performance, turnover, diversity, and well-being. Data visualization is the art and science of presenting data in a clear, engaging, and meaningful way, using charts, graphs, dashboards, and other tools. By combining HR analytics and data visualization, personnel managers can identify patterns, trends, and gaps in their HR data and processes, measure and evaluate the impact and ROI of their HR initiatives and policies, communicate and share their findings and recommendations with stakeholders and decision-makers, and enhance their strategic and evidence-based HR management and planning.

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Amr Awwad

HR, Personnel, Employee Relations, Recruitment, SAP, OD | Labor & Social Insurance Researcher | Top Employee Relations, Personnel and Job Search Strategies Voice ??
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Start with clear goals! ?? Use HR analytics to track what really matters—like employee engagement or turnover rates. Then, make it visual! ?? Charts & dashboards are your friends; they turn numbers into stories everyone can get behind. And remember, keep it simple!

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Lee Miller

CEO AHR LLC; Adjunct Professor at Columbia University, Seton Hall Business School & USC; Speaker, Trainer Executive Coach & Best Selling Author.
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As a professor and executive coach who focuses on leadership, culture and change management, HR analytics and data visualization are amazing tools. They allow us to make data driven decisions and determine the success of our change initiatives. It is critical that you choose the right metrics to measure and draw the right insights from the data. Too often management focuses on the data that is available (what is referred to as availability bias) rather than on the data it needs. The key is "collecting, analyzing, and interpreting {the right} data." This requires thoughtful decisions on what an organization's goals are and what data is relevant to determine how to achieve those goals.

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Adam Greenberg

CEO at MakeShift. Founder of Leaders2Give.org
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All of this data and the best way to present data comes down to one thing. Making decisions. In my experience data is critical for making informed decisions yet the balance lies is relying on other sources of knowledge (such as experience) in order to make the best decision that takes all factors into account (perception for example) and not to make decisions solely on data. A real time example is the cost of layoffs and looking at (for example) lost opportunity costs, risk of giving up strong talent to competitors and the impact on the productivity of those who stayed behind must be considered. Data won’t provide that view. The data might say cutting 500 jobs will save money but there are other factors at play.

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2 Best practices for using HR analytics and data visualization

For personnel managers to use HR analytics and data visualization effectively, they should define relevant HR metrics and KPIs that align with their organizational goals and values. Data should be collected and integrated from multiple and reliable sources, such as HRIS, surveys, feedback, and external benchmarks. Appropriate and user-friendly data visualization tools and software, such as Tableau, Power BI, or Excel, should be used. The right type and format of data visualization should be chosen for the audience and purpose, such as pie charts, bar charts, line charts, or heat maps. Additionally, data storytelling techniques should be applied to highlight the key insights and messages from the data, such as using titles, captions, annotations, and narratives.

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Amr Awwad

HR, Personnel, Employee Relations, Recruitment, SAP, OD | Labor & Social Insurance Researcher | Top Employee Relations, Personnel and Job Search Strategies Voice ??
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1?? Start with clear objectives—know what you’re measuring and why! ?? 2?? Keep your data clean & organized—messy data = messy insights! ?? 3?? Use visual tools to tell the story—graphs, charts, dashboards. ?? 4?? Less is more—don’t overwhelm with too much info. Simplicity wins! ?? 5?? Regularly update your insights—stay ahead of trends! ??

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Marcela B.

Especialista em Recrutamento e Sele??o | Analista de Recrutamento e Sele??o Sênior | Talent Acquisition | Atra??o e Sele??o | Gest?o de Talentos | Business Partner | HRBP | Consultora Interna de RH
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A defini??o de métricas e KPIs alinhados com os objetivos é essencial, pois garante que os dados sejam relevantes e possam guiar a tomada de decis?es de forma consistente com a vis?o da empresa. A integra??o de dados de múltiplas fontes confiáveis é igualmente importante, pois proporciona uma vis?o abrangente e precisa do cenário. Já a escolha das ferramentas de visualiza??o destaca a necessidade de usar tecnologias que n?o só sejam robustas, mas também acessíveis e intuitivas para os usuários, além de possibilitar configurar a visualiza??o para comunicar os dados de forma clara e eficaz. Por fim, para além da apresenta??o visual, é crucial contextualizar os insights de maneira que facilite a compreens?o e a tomada de decis?o.

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3 HR technology and innovation skills and competencies

Personnel managers need to develop and enhance their HR technology and innovation skills and competencies to master HR analytics and data visualization. This includes data literacy, which is the ability to understand, interpret, and use data in a meaningful way, as well as data analysis, which is the ability to apply statistical and analytical methods and tools to data. Additionally, data visualization and data storytelling are important, as they involve the ability to design and create effective and engaging data visualizations, as well as the ability to communicate and present data insights and recommendations in a compelling and persuasive way. Finally, data ethics is essential, as it involves the ability to handle and protect data in a responsible and ethical way.

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Amr Awwad

HR, Personnel, Employee Relations, Recruitment, SAP, OD | Labor & Social Insurance Researcher | Top Employee Relations, Personnel and Job Search Strategies Voice ??
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In today’s fast-paced world, HR pros gotta stay ahead! ?? Master the tech—think AI, data analytics, and automation. ?? But don’t stop there! You also need strong problem-solving skills and a knack for creative thinking. ???? Being tech-savvy isn’t just a bonus, it’s a must! Combine it with emotional intelligence and communication skills to truly shine. ?? Stay curious, stay innovative! ??

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Marcela B.

Especialista em Recrutamento e Sele??o | Analista de Recrutamento e Sele??o Sênior | Talent Acquisition | Atra??o e Sele??o | Gest?o de Talentos | Business Partner | HRBP | Consultora Interna de RH
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O excerto destaca a importancia das habilidades tecnológicas e inovadoras em RH para os gerentes de pessoal, com foco na alfabetiza??o e análise de dados, fundamentais para a interpreta??o e aplica??o significativa dessas informa??es. Além disso, ressalta a necessidade de dominar a visualiza??o e narrativa de dados, que s?o essenciais para criar representa??es visuais impactantes e comunicar insights de forma convincente. A ênfase na ética dos dados refor?a a responsabilidade de tratar e proteger as informa??es com integridade, um aspecto crucial no uso de dados em RH.

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4 How to develop HR technology and innovation skills and competencies

Personnel managers can develop their HR technology and innovation skills and competencies in a variety of ways, such as taking online courses and certifications on HR analytics and data visualization, reading books and blogs on the subject, joining online communities and networks, and practicing and applying HR analytics and data visualization to their own HR data and projects. Coursera, Udemy, and SHRM offer courses, while The Power of People by Jonathan Ferrar, Data Visualization for HR by Luk Smeyers, and HR Analytics Handbook by Laurie Bassi are some of the books available. HR Analytics ThinkTank, HR Data Labs, and People Analytics Network are some of the online communities and networks that personnel managers can join. Seeking feedback and guidance from experts and peers can also help personnel managers hone their skills.

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5 The benefits of HR technology and innovation skills and competencies

Personnel managers can gain many benefits by developing their HR technology and innovation skills and competencies, such as enhancing their credibility and influence as strategic HR partners and leaders, improving their decision-making and problem-solving skills based on data and evidence, and increasing their efficiency and productivity by automating and streamlining their HR processes and reporting. Additionally, they can boost their creativity and innovation by discovering new insights and opportunities from their data, and advance their career and professional development by staying relevant and competitive in the HR field.

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Marcela B.

Especialista em Recrutamento e Sele??o | Analista de Recrutamento e Sele??o Sênior | Talent Acquisition | Atra??o e Sele??o | Gest?o de Talentos | Business Partner | HRBP | Consultora Interna de RH
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Observe atentamente acima os benefícios de desenvolver habilidades em tecnologia e inova??o para gerentes de pessoal, como o aumento da credibilidade e influência como líderes estratégicos. Ao aprimorar a tomada de decis?es com base em dados, eles podem resolver problemas de forma mais eficaz. A automa??o dos processos de RH contribui para maior eficiência e produtividade. Além disso, a capacidade de extrair novos insights dos dados estimula a criatividade e inova??o, enquanto a atualiza??o constante das competências garante relevancia e competitividade no campo de RH.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best practices for using HR analytics and data visualization?

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1 HR analytics and data visualization

2 Best practices for using HR analytics and data visualization

3 HR technology and innovation skills and competencies

4 How to develop HR technology and innovation skills and competencies

5 The benefits of HR technology and innovation skills and competencies

6 Here’s what else to consider

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