Getting started with HR analytics without knowledge of math and statistics

HR is becoming more and more data driven. Every HR professional needs to embrace this and know how to apply it in her/his own way. But how do you tackle this? Max van Liemt (lecturer HR Hs Leiden/ prog dir HR analytics Erasmus QI) has some ideas about that.

Enthusiastically, he told me about "the Six Skills of Ferrar, Feinzig & Guenole. That the main focus should be on Business Acumen, Consulting and Communications. This can be related to the 8-step plan of an analysis process. This feeds the analyst. Who makes the analysis (= the reason why the HR professional needs less knowledge of analysis techniques, statistics etc.). Then the HR professional will have to translate the insights obtained (HR Translater) into recommendations and (possibly) developing and implementing interventions. In consultation with "the business. Need Communications & Consulting for this."

This session is for those who specialize in HR data & analytics + those who see the importance of data-driven HR and want to do more with it.