No more mystery. No more jargon.
With so many questions and so much data, the HR analytics journey can seem overwhelming. It doesn’t need to be. At HR Analytics 101, we deliver insights and know-how cleanly, simply, in plain language to drive better decisions and propel careers.
HR Insights, Simply
Analytics and Reporting
Recurring, high-quality analytics insights focused on workforce essentials that establish the ground truth for people decisions and workforce actions.
Combining powerful machine learning with your organization-specific expertise to help you act today by seeing tomorrow.
HR Training and Development
A complementary suite of programs that build in-house analytics capabilities, bring scientific rigor to your people processes, and lay the foundation for continuous workforce learning.
Our deeply collaborative approach blends analytic rigor and behavioral science with your local expertise to deliver interpretable insights and powerful skillsets tuned to your specific organization and company culture.
Statistics and Machine Learning
Engagement and Performance Measurement
Cognition and Employee Development
Transforming HR Professionals
We have the knowledge, perspective, and experience to fundamentally change how you understand and use HR analytics
Tutorials, principles, and insights to help HR analytics practitioners improve their skill set and propel their careers.
turnover_calcs_made_easy_short_version_with_comments.knit In today’s tutorial I show you how to calculate employee turnover from just three columns of data: employee id, start date, and the termination date. For simplicity, we’ll stick…
Today I want to give you a very basic HR analytics reporting template in RMarkdown. As a reminder, R Markdown (Rmd) files provide a convenient way to combine analysisand communication…
Many companies today have a fully dedicated HR analytics team, replete with data scientists, a solid budget, data access, and high-quality reporting tools that help decision-makers and leaders make better…
Lots of companies now have a fully fledged HR analytics team and fairly mature reporting processes that help organizations make better people decisions. But what if you who don’t have…
The pipes function (you know, that funky “%>%” symbol in R) is an incredibly powerful tool for fast, efficient, and understandable R code. But many beginners find it a bit…
This short tutorial video explains the very basics of dataframes in R, the single most important data structure when using R for HR analytics task. By the time you’re done,…
knitr::opts_chunk$set(echo = TRUE) library(wesanderson) #color palettes library(dplyr) #tidyverse to make our lives better library(fMultivar) wp <- wes_palette(“Darjeeling1”) #specific color palettes Correlations are the simplest and most common statistical method for…
I mentioned earlier that I have been reading (and rereading) Scott Page’s masterful book “The Model Thinker”. If you are serious about understanding models and data as either a leader…
Meet John Lipinski, PH.D.
John completed his PhD in Cognitive Psychology at the University of Iowa, followed by a three-year post-doctoral appointment at the Institute for Neuroinformatics in Bochum, Germany focusing on dynamic systems and human cognition. Since that time he has worked as a Senior Research Psychologist the U.S. Army Research Institute, spearheaded machine learning efforts in human capital analytics for a Fortune 100 company, and led product research and development for an global assessment provider.
Along the way he has witnessed firsthand the ability of data, systematic observation, and people-first processes to increase engagement, improve workplace performance, and ultimately transform lives.
He specializes in human cognition and performance, applied machine learning, and performance measurement.
The best part of his job is collaborating on data and human capital processes to break down complicated behaviors and outcomes into digestible pieces that help leaders make better decisions and help people flourish at work.
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