Course
HR Analytics: Exploring Employee Data in R
IntermediateSkill Level
Updated 08/2022Start Course for Free
Included withPremium or Teams
RExploratory Data Analysis5 hr16 videos60 Exercises4,750 XP12,218Statement of Accomplishment
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Get to Grips with HR Data Analytics
Businesses are increasingly counting on their human resources departments to answer questions, provide insights, and make recommendations using data about their employees. This process is known as HR analytics, people analytics, talent analytics, or workforce analytics.HR analytics has become increasingly important as businesses realize how employee data plays a big role in business decision making. Taught by a People Analytics Partner at Facebook, Ben Teusch, you will learn the best practices of HR analytics and apply it to a number of practical exercises.
Learn to Analyze Recruitment and Employee Safety Data
This course starts off by introducing the basics of HR analytics. Next, you will explore a case study where you'll analyze and visualize recruiting data to determine which source of new candidates ultimately produces the best new hires.The last chapter explores employee safety data. Here, you will work on how you can use data to improve workplace environments. This interactive course will provide you with a set of guiding questions to help you look for explanations for an increase in workplace accidents.
Upon completing this course, you will be able to manipulate, visualize, and perform statistical tests on HR data through a series of HR analytics case studies.
Prerequisites
Introduction to Regression in R1
Identifying the best recruiting source
In this chapter, you will get an introduction to how data science is used in a human resources context. Then you will dive into a case study where you'll analyze and visualize recruiting data to determine which source of new candidates ultimately produces the best new hires. The dataset you'll use in this and the other chapters in this course is synthetic, to maintain the privacy of actual employees.
2
What is driving low employee engagement?
Gallup defines engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. There is disagreement about the strength of the connection between employee engagement and business outcomes, but the idea is that employees that are more engaged will be more productive and stay with the organization longer. In this chapter, you'll look into potential reasons that one department's engagement scores are lower than the rest.
3
Are new hires getting paid too much?
When employers make a new hire, they must determine what the new employee will be paid. If the employer is not careful, the new hires can come in with a higher salary than the employees that currently work at the same job, which can cause employee turnover and dissatisfaction. In this chapter, you will check whether new hires are really getting paid more than current employees, and how to double-check your initial observations.
4
Are performance ratings being given consistently?
Performance management helps an organization keep track of which employees are providing extra value, or below-average value, and compensating them accordingly. Whether performance is a rating or the result of a questionnaire, whether employees are rated each year or more often than that, the process is somewhat subjective. An organization should check that ratings are being given with regard to performance, and not individual managers' preferences, or even biases (conscious or subconscious).
5
Improving employee safety with data
In many industries, workplace safety is a critical consideration. Maintaining a safe workplace provides employees with confidence and reduces costs for workers' compensation and legal liabilities. In this chapter, you'll look for explanations for an increase in workplace accidents.
HR Analytics: Exploring Employee Data in R
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Enroll NowFAQs
What are examples of HR analytics?
HR analytics is a process for collecting and analyzing data related to the responsibilities within HR. This data might include time to hire, cost per hire, employee engagement, or measuring absenteeism. This analysis can help make business decisions and improve HR practices.
Why is HR analytics important?
HR analytics is essential for companies (especially those with a large number of employees) to make data-driven solutions. With HR analytics, companies are now able to identify key insights and problems and create more targeted solutions that were previously unidentifiable. For example, the Google People Operations team conducted Project Aristotle - an experiment that uses hard data with human experience. These findings were then used to create a list of five essential factors needed to create a positive work environment.
What is the average salary for an HR Analyst?
The average HR Analyst’s yearly salary is currently $60,941. A Senior HR Analyst, however, would earn around $92,000 per year.
Is this course suitable for beginners?
No, this course is targeted at advanced learners.
Will I receive a certificate at the end of the course?
Yes, once you have completed the course, you will receive a certificate of completion.
What topics are covered in this course?
This course covers a variety of HR analytics topics, including identifying the best recruiting source, analyzing low employee engagement, assessing new hire pay, checking for consistent performance ratings, and improving employee safety with data.
Who will benefit from this course?
This course is beneficial for anyone working in the HR field, such as HR analysts, HR managers, HR consultants, and recruiters. It is also beneficial for data analysts and data scientists.
What programming language is used in this course?
This course uses the programming language R.
Is there a prerequisite for this course?
Yes. Introduction to Regression in R
Will I need to purchase any software or hardware?
No, all software and hardware required for this course is provided.
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