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Articles & Books From Mike West
Article / Updated 06-25-2019
Here are ten of the most common (and most serious) pitfalls people analytics (big data of the human resource) have succumbed to over the years. By reading these pitfalls, you can prepare yourself and your teammates to steer clear of trouble.
Pitfall 1: Changing People is Hard
People analytics can change the entire nature of human resources — and nothing gets people stirred up quite like change.
Article / Updated 06-25-2019
Analytics, specifically people analytics, can be applied to an array of decisions from within the talent acquisition function. When a company is just starting out, the work of talent acquisition often is performed by a key founder or ends up being shared by everyone on the team. As a company grows, the demands of talent acquisition become more complex.
Article / Updated 06-25-2019
Segmentation is a fundamental and essential part of people analytics — or any analytics, for that matter. Segments are crucial when it comes to helping you understand and derive insight from your data.A segment is a grouping of people who share common characteristics. A segment of people can be thought of as one whole unit or as a portion of another unit.
Step by Step / Updated 06-25-2019
An employee journey map is a visualization of the major stages and touch points that employees experience from time they become aware of an opportunity at the company, during interviews, throughout their first day of employment, into their first year and into later tenures, and then ending when they leave the company.
Article / Updated 06-25-2019
At a high level, people analytics consists simply of applying evidence to management decisions about people. More specifically people analytics lives at the intersection of statistics, behavioral science, technology systems, and the people strategy.
People strategy means making deliberate choices among differing options for how to manage a group of people.
Maximize performance with better dataDeveloping a successful workforce requires more than a gut check. Data can help guide your decisions on everything from where to seat a team to optimizing production processes to engaging with your employees in ways that ring true to them.People analytics is the study of your number one business asset—your people—and this book shows you how to collect data, analyze that data, and then apply your findings to create a happier and more engaged workforce.
Cheat Sheet / Updated 03-02-2022
To complete any project of lasting importance in people analytics, you have to master concepts and activities that live in many different domains. This cheat sheet provides some information about these domains, concepts, and activities.The Four S people analytics frameworkOne way of defining people analytics is to say that people analytics is what lives at the intersection of people strategy, science, statistics.