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DR. SREYOSHI BHADURI
(People) Analytics
@ThatStatsGirl
www.thatstatsgirl.com
DataScience
Hi!
I'm Sreyoshi
A People Researcher & Engineer.
I currently lead Global People Research & Analytics at
McGraw Hill. My work leverages data from employees to
better the employee experiences.
www.thatstatsgirl.com
Goals for this session(People)
first
Analytics
www.thatstatsgirl.com
Recognize and describe People Analytics
challenges within your organizations/teams.
Understand the need for inclusive and ethical
context-driven best practices for People Analytics.
Explore applications of AI/ML to People Analytics
problem solving within your organizations/teams.
Goals for this session
www.thatstatsgirl.com
Recognize and describe People Analytics
challenges within your organizations/teams.
Understand the need for inclusive and ethical
context-driven best practices for People Analytics.
Explore applications of AI/ML to People Analytics
problem solving within your organizations/teams.
WHAT IS PEOPLE ANALYTICS?
WHY IS IT IMPORTANT TO BE
INCLUSIVE & CONTEXT DRIVEN?
HOW CAN I BEST USE AI/ML IN
PEOPLE ANALYTICS?
2
1
3
What is
People Analytics?
1
www.thatstatsgirl.com
Have you heard of
People Analytics at
your organization?
www.thatstatsgirl.com
Put on your thinking hats
Type into the chat box.
1
www.thatstatsgirl.com
has several names...
People Analytics
People Analytics, 1
www.thatstatsgirl.com
Talent Analytics,
Workforce Analytics,
HR Analytics are similar, NOT same...
People Analytics is...
1
www.thatstatsgirl.com
G A L , J E N S E N & S T E I N , 2 0 1 7
"A data-driven approach to managing people at work."
H E U V E L & B O N D A R U K , 2 0 1 6
"A systematic identification and quantification of the people
drivers of business outcomes."
People Analytics data can be -
1
www.thatstatsgirl.com
Demographic- related
Engagement- related
Interaction-related
People Analytics task can be -
1
www.thatstatsgirl.com
Descriptive
Predictive
Diagnostic
Demographic- related
Engagement- related
Interaction-related
People Analytics example -
1
www.thatstatsgirl.com
Descriptive
Predictive
Diagnostic
At the current rate, how many years will it take for our
senior leadership to comprise atleast 70% diversity?
What potential does People
Analytics have within your
team/organization?
www.thatstatsgirl.com
Type into the chat box.
Put on your thinking hats
1
www.thatstatsgirl.com
E M P L O Y E E
L I F E C Y C L E
Attraction
Recruitment
O
nboarding
Engagement
Prom
otion
Retention
Separation
Consider the
employee
experience...
1
www.thatstatsgirl.com
E M P L O Y E E
L I F E C Y C L E
Attraction
Recruitment
O
nboarding
Engagement
Prom
otion
Retention
Separation
"People analytics are needed to take
massive amounts of data being
generated before, during, and after the
recruting process and turn it into
actionable information."
S T E V E L E V Y , I N D E E D
1
www.thatstatsgirl.com
E M P L O Y E E
L I F E C Y C L E
Attraction
Recruitment
O
nboarding
Engagement
Prom
otion
Retention
Separation
within Hiring/Recruiting/Talent Acquisition -
People Analytics can help drive with data as we hire the
best candidates for roles within our organization.
It also helps answer questions like -
Q: How long does it take to hire for a role?
Q: How diverse is our applicant slate?
Q: Is there unconscious bias in who/how we hire?
Why is it important to be
inclusive & context-driven ?
2
www.thatstatsgirl.com
2
www.thatstatsgirl.com
L A Z L O B O C K , 2 0 1 5
i n W O R K R U L E S , f r o m h i s t i m e a s S V P P e o p l e O p e r a t i o n s , G o o g l e
"Don't trust your gut.
Use data to predict and shape the future."
Advancements in AI and ML have allowed us
to extend the boundaries and capabilities
of predictive analytics.
There is widespread belief that:
Algorithmic Intelligence
can replace
Human Intervention.
2
www.thatstatsgirl.com
Algorithmic Intelligence
can replace augment
Human Intervention.
2
www.thatstatsgirl.com
2
www.thatstatsgirl.com
Our algorithms have bias!
2
Our algorithms have bias!
www.thatstatsgirl.com
2
In People Analytics,
bias can lead to
undesirable outcomes
including discrimination.
www.thatstatsgirl.com
What ways might the
pandemic have impacted
your team/organization?
www.thatstatsgirl.com
Type into the chat box.
Put on your thinking hats
www.thatstatsgirl.com
2
E M P L O Y E E
L I F E C Y C L E
Attraction
Recruitment
O
nboarding
Engagement
Prom
otion
Retention
Separation
Think of People
Analytics as -
Voice. Choice. Care.
How can I best use ML/AI in
People Analytics?
3
www.thatstatsgirl.com
What are some ways you can
reduce bias in the algorithms
you develop?
www.thatstatsgirl.com
Type into the chat box.
Put on your thinking hats
Descriptive
Predictive
Diagnostic
Demographic- related
Engagement- related
Interaction-related
www.thatstatsgirl.com
Researcher(s) Outcomes
Data Types Tasks
3
www.thatstatsgirl.com
Researcher(s) 3
Type into the chat box.
Do researchers contribute to
algorithmic bias?
Demographic- related
Engagement- related
Interaction-related
www.thatstatsgirl.com
Data Types
3
Type into the chat box.
How can our data be biased?
Descriptive
Predictive
Diagnostic
www.thatstatsgirl.com
Tasks
3
Type into the chat box.
How can bias in our methods be reduced?
www.thatstatsgirl.com
Outcomes
3
Type into the chat box.
How can bias in our outcomes be reduced?
Descriptive
Predictive
Diagnostic
Demographic- related
Engagement- related
Interaction-related
www.thatstatsgirl.com
Researcher(s) Outcomes
Data Types Tasks
3Sampling bias
Measurement bias
Exclusion bias
Experimenter bias
Confirmation bias
Reflect: Are you able to-(People)
first
Analytics
www.thatstatsgirl.com
Recognize and describe People Analytics
challenges within your organizations/teams.
Understand the need for inclusive and ethical
context-driven best practices for People Analytics.
Explore applications of AI/ML to People Analytics
problem solving within your organizations/teams.
DR. SREYOSHI BHADURI
@ThatStatsGirl
www.thatstatsgirl.com
Thank you!
(People) Analytics
DataScience

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