Day 3
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What is emphasized as essential for building workforce trust?

  • Practicing strict confidentiality
  • Offering financial incentives
  • Activating principles of responsibility (correct)
  • Limiting communication with workers

    • Which principle highlights the importance of ensuring data security for workers?

  • Give workers agency and control
  • Share responsibility, share value
  • Practice transparency and privacy (correct)
  • Measure the right things

    • What does 'Give to get' refer to in the context of responsibility principles?

  • Offering flexible work hours
  • Creating value for workers with their data (correct)
  • Providing regular feedback to employees
  • Sharing profits with workers

    • What should organizations focus on to measure the effectiveness of their initiatives?

    <p>Finding reliable metrics with no biases</p> Signup and view all the answers

    What approach should be taken regarding data collection and usage?

    <p>Be open and clear with workers about data use</p> Signup and view all the answers

    What is one reason technology experts may not be available for projects?

    <p>Time is limited</p> Signup and view all the answers

    What preliminary step is recommended before committing to a technology solution?

    <p>Do an initial Pilot</p> Signup and view all the answers

    What could help determine the fit for purpose of a vendor solution?

    <p>Assessment of desired use cases vs vendor covered use cases</p> Signup and view all the answers

    When might building technology in-house be recommended?

    <p>If there is a long-term corporate strategy</p> Signup and view all the answers

    What is a potential advantage of building technology in-house?

    <p>It ensures better alignment with employee needs</p> Signup and view all the answers

    What is a key aspect of unlocking employee trust through data?

    <p>Transparent communication about data usage</p> Signup and view all the answers

    What should a company consider to encourage employees to share their personal data?

    <p>Ensuring data privacy and security</p> Signup and view all the answers

    What is a key principle when measuring outcomes in an organization?

    <p>Regularly evaluating links between metrics</p> Signup and view all the answers

    Which of the following best describes a responsibility of an organization in managing worker data?

    <p>To ensure data is aggregated and anonymized</p> Signup and view all the answers

    How can organizations empower workers regarding their data?

    <p>By granting workers agency and consent in participating in data collection</p> Signup and view all the answers

    What is emphasized as a necessary practice for building workforce trust?

    <p>Practicing transparency and privacy</p> Signup and view all the answers

    What should organizations focus on to support worker growth?

    <p>Providing supportive feedback</p> Signup and view all the answers

    What is a fundamental step in building employee trust regarding data?

    <p>Be transparent about data purposes and objectives</p> Signup and view all the answers

    Which principle emphasizes using only the data necessary for a specific purpose?

    <p>Data Minimization</p> Signup and view all the answers

    What should organizations do to foster shared governance of data?

    <p>Create data initiatives with employee involvement</p> Signup and view all the answers

    Which of the following is NOT a principle of responsible data management?

    <p>Data Obfuscation</p> Signup and view all the answers

    When aligning the ask with the purpose, what should organizations focus on?

    <p>Stating clear objectives for data use</p> Signup and view all the answers

    How can organizations boost employees' career when sharing data?

    <p>By enabling ownership of data among employees</p> Signup and view all the answers

    Which of the following practices is advised for improving horizontal governance?

    <p>Co-creating data initiatives with workers</p> Signup and view all the answers

    What is a key benefit of employing transparency in data management?

    <p>Increasing employee satisfaction and trust</p> Signup and view all the answers

    What is essential for measuring intended outcomes and ensuring accurate cause and effect reasoning?

    <p>Evaluating the relationships between metrics and outcomes</p> Signup and view all the answers

    Which principle emphasizes the importance of being open about data practices?

    <p>Practicing transparency</p> Signup and view all the answers

    What is the purpose of granting workers agency in data collection?

    <p>To allow workers to make informed choices regarding their participation</p> Signup and view all the answers

    What should organizations regularly audit for in their initiatives?

    <p>Bias in data collection and use</p> Signup and view all the answers

    Which principle focuses on the idea of creating mutual value between workers and the organization?

    <p>Share responsibility and share value</p> Signup and view all the answers

    What aspect of data management is critical to ensure security and privacy for workers?

    <p>Ensuring data is secure and anonymized</p> Signup and view all the answers

    What does it mean to 'give to get' in the context of creating value for workers?

    <p>Investing in worker development in hopes of improved productivity</p> Signup and view all the answers

    What can be a result of enabling workers with the right data management tools?

    <p>Enhanced worker autonomy and empowerment</p> Signup and view all the answers

    What is the purpose of measuring the right things in quantified organization initiatives?

    <p>To ensure accurate cause and effect reasoning</p> Signup and view all the answers

    How can organizations practice transparency and privacy?

    <p>By aggregating and anonymizing data</p> Signup and view all the answers

    What is meant by 'giving workers agency and control'?

    <p>Enabling them to create value with their data</p> Signup and view all the answers

    What does the phrase 'share governance horizontally and vertically' imply?

    <p>Governance should be distributed among all levels, including individual workers</p> Signup and view all the answers

    Which of the following is a key step in building employee trust?

    <p>Using listening strategies to involve employees</p> Signup and view all the answers

    What is a significant aspect of ensuring fairness and impartiality?

    <p>Auditing for biases to facilitate learning</p> Signup and view all the answers

    What does 'give to get' refer to in the context of creating value for workers?

    <p>Creating mutual value through contributions and benefits</p> Signup and view all the answers

    Why is it important to ensure that data is secured and anonymized?

    <p>To maintain employee privacy and security</p> Signup and view all the answers

    What does co-creating practices with workers involve?

    <p>Involving workers from the start in the creation of initiatives</p> Signup and view all the answers

    How can organizations regular evaluate links between metrics and outcomes?

    <p>By implementing systematic evaluations focused on specific metrics</p> Signup and view all the answers

    Study Notes

    People Analytics Basics

    • The presentation focuses on people analytics, a field applying analytics to human resources (HR)
    • It emphasizes the importance of data in HR for making better business decisions

    Quick Recap

    • The presentation includes questions about traditional HR tasks before 1980 and important roles emerging after the 1990s.
    • It also asks for three new concepts from the 2020s and the EACH model discussed by Lucy Adams
    • The presentation also covers the difference between diagnostic and prescriptive analytics, and which type provides more value.

    Questions

    • The majority of tasks in traditional HR (pre-1980) involved administrative duties.
    • Examples of those tasks could potentially include recruitment, payroll, and employee relations.
    • A significant role appearing after the 1990s may be HR analytics or data analysis

    Index

    • The presentation's index covers data and data sources with a focus on how to obtain data.
    • Another key topic is employee trust and how technology plays a role in people analytics

    The Importance of Data

    • Data is crucial for all HR areas and provides insights for better business decisions.
    • Data is central to decision making in all aspects of the business
    • Quotes from Kathleen Hogan, Chief People Officer at Microsoft, were mentioned

    The Importance of Connections

    • Data's value comes from understanding its relationships with other data
    • Data itself has limited value. Only with connections does data acquire infinite value
    • The speaker mentioned Dave Packer from the company Neo4j

    Classification of Data for People Analytics

    • Organizations combine data types for employee insights.
    • Data is often categorized as structured or unstructured.
    • Structured data includes employee demographics, education, and salary. Unstructured data covers social media, feedback, and email content.
    • Data can also be grouped by origin, with employee data coming from HR or business data systems, or social data channels.

    By Type of Data

    • Structured data includes Employee Demographics, Employment History, Education/Skills, etc.
    • Unstructured data includes assessments, survey comments, social media, email content etc.

    By Source

    • Categorizing data by source identifies various types of data and their relevance.
    • HR data, business data, and social data are examples of data sources to understand employee productivity, outcomes, and efficiency.

    HR of Employee Data by HR Department

    • This slide shows different types of employee data in various HR departments.
    • It details categories like learning, recruiting, performance, talent intelligence, rewards, onboarding, transition, employee experience, inclusion & diversity, and employee profiles.

    By Data Collection Type

    • The presentation contains questions about three types of data collection.
    • First-party data (or win data) represents primary data directly collected from employees.
    • Declared data comes from employees filling out forms, surveys, or other collection methods.
    • Inferred or derived data is generated from other data and patterns.

    Technology in People Analytics

    • The presentation highlights the role of technology in people analytics.

    Technology as One of the Nine Dimensions for Excellence in People Analytics

    • The presentation discusses a nine-dimensional model for people analytics excellence
    • It emphasizes technology as a critical dimension within people analytics and related solutions

    People Analytics Technologies

    • Three waves are presented: core HR solutions, aggregator dashboards, and more specialized tools for specific use cases.
    • Core HR Solutions are characterized by their focus on basic core data and functions. Dashboards and aggregator solutions facilitate data aggregation and analysis, and specialized solutions, like those mentioned from Peakon and TalentNeuron, tend to apply a more specialized technology approach with a specific use case.

    Technology Landscape for People Analytics

    • This slide shows a matrix of people analytics technologies and vendor information
    • Different types of technologies are categorized, and vendor examples are provided, showcasing a diverse technology landscape.

    Buy vs Build

    • Choosing the right approach—buying off-the-shelf software or developing an in-house system—depends on the specific situation.
    • A company's business problem, available technology, and experts, will all impact the best technology for a company

    Building Employee Trust

    • Building employee trust is critical, especially when dealing with employee data.

    Questions & Personal Data

    • Questions from the audience about providing personal data to employers were presented
    • A fundamental aspect of providing data is understanding the factors that affect the trust workers have in the company.

    Building Employee Trust to Get Employee Data

    • Employee trust is a key factor in obtaining workforce data

    The Four Principles of Responsibility

    • The presentation presents ways to address the question of what a company can do to improve trust.

    Steps to build Employees Trust and get Employee Data

    • The four principles outline a method for building employee trust and encouraging the provision of employee data.

    Steps to build Employees Trust and get Employee Data

    • The presentation describes steps to build employee trust by involving workers in the creation of data initiatives
    • Employee data can be collected through a user's company's app and/or through interaction on a platform like Linkedin.

    Data for Decisions: Data driven decisions across the Employee Lifecycle

    • This slide presents a framework for using data across the employee lifecycle
    • Stages show areas where decision-making can utilize data and related processes

    Practice of the Day

    • The presentation concludes with an invitation to continue the discussion about using figures & data.

    Continue with figures & Data

    • This section includes a call to action, encouraging the use of data

    Question with Figures & Data

    • The use of an average age based on job and store is a specific question to address.
    • The importance of data tenure could also have been addressed

    Practice of the Day

    • The slide serves as a call to action, promoting the continued use of statistics.

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    Related Documents

    People Analytics Basics - Day 3 PDF

    Description

    This quiz explores essential principles for building workforce trust and ensuring data security for workers. It touches on key aspects of responsibility in the workplace and how organizations can measure initiative effectiveness. Discover the dynamics of employee data sharing and trust in technology solutions.

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