Wednesday, 20 September 2017

Door to Analytics...


As an HR professional, do you feel perplexed about how to get insights from the huge amount of data we record and control?
  • Don’t you wish the impact of learning materializes into Post Intervention Actions for your Employees?
  • Don’t you wish to improve the ability to make decisions yields Higher Returns?

If your answer to these questions are affirmative (even somewhat), your mind has already started to work!!!

Every time employees interact with the HR in any organizations - whether attending training sessions, uploading profiles on job portals, or any assessment survey that they are required to fill - they leave behind some traces of data. The question for most organizations and HR leaders is What should be done with the huge amount of data? Data Analytics, an emerging field, may be the answer.  
Data Analytics involves gathering insights from large volume of data from individuals and their functional activities, analysing the data and disseminating the results in ways that are easy and interesting to understand and act on.
The field of data analytics has seen a huge shift from the early days of KMS (Knowledge Management System) maintaining a ‘flat file’ of people, whose names are merely captured in various training records, attrition records etc.
The mindset has changed, where in the past, the trend was working with lag indicators to justify the hindsight’s, to now where organizations are actually using lead indicators & predictive models to make business critical decisions with foresights. The criticality of the field is increasing as more and more people are moving beyond trainer-led classes, workbooks and CDs and shifting towards online courses, Google Class Rooms, Podcasts, and Social Platforms through a more blended learning experience.  
How does Data Analytics create better Interventions?
Research suggests that any intervention which is backed by solid analysis can lead to better outcomes – for instance, data driven companies are more productive and profitable than their competitors. So, let’s see some of the ways to leverage on Data Analytics to create better interventions:
·    Making more Accurate Predictions: Advanced technology and model driven techniques are allowing HR leaders to make reasonably accurate predictions about the learner’s future. There are huge data points spread across organizations which can be used to make predictions. Some of these include demographics, course completion status, number of hours spent on learning activities, feedback around ongoing programs, scores/test results, skill levels, performance reviews, time on system, data around clicks and browsing et al. The ability to accurately predict future outcomes using multiple data points can be of significant strategic value to multiple stakeholders. Using this information in designing the OD interventions will result in more calculated, confident and relevant programs.
  • Maximize the Business Performance for the Future: By leveraging the information obtained through Data Analytics, HR leaders can determine:
  1. What Kind of People are likely to take up Leadership Roles in Organization
  2. What kind of People are likely to leave the Organization
  3. Which Costs can be trimmed without jeopardizing the Quality of the Training Program
  4. Which Partners or vendors are providing the most value to the Organization
  5. Likelihood of Risk Occurring in the future & impacting the Business Outcome  
Every organization has specific needs and it is important to assess culture and readiness before deploying any data analytics practices. It is also important that an organization prepare with the requisite policies, procedures, and skills needed to use predictive learning analytics tools to create the most relevant and enriching interventions for their audiences.
Recently, we conducted an intervention on “Door to Analytics” to awaken insights through Analytics for Top Leadership Team of 30 Professionals of Leading Multi-National Shipping Company at Alibaug using process facilitation tools.
To know more connect with us at

Snippets of our two days intervention using process facilitation tools