Certified by the UK Chartered Institute of Personnel and Development, the training helps students analyse strategic human resources context and identify capabilities to deliver a strategy HR business partner approach for your business or an organisation.
Speaker's blog: How text analytics is changing the employee survey
The use of text analytics in HR will be discussed in detail by our speaker Andrew Marritt, who is the founder of OrganizationView, a Swiss-based people analytics practice, at the HR Analytics online conference.
In my last post, I discussed the process by which employee engagement increases and decreases and therefore what are the most effective interventions leaders can use to make a long-term difference. In this post, I explore the related question - what do we need to change?
As People Analysts, OrganizationView have conducted a lot of surveys over the last six years. One thing we’ve come to appreciate is how important employees’ open text comments are to driving action from management. The issue has usually been how to deal with tens of thousands of comments, provided in multiple languages. This was one of the driving forces behind our decision to develop Workometry, our employee feedback platform.
With text, there are two main tasks that we want to do: we want to categorise the text into one or more topics and we might want to score the text on some sort of scale, for example, by level of sentiment.
When categorizing, we want to go further than just words. We look at two dimensions - the topic (e.g., ‘career development’) and the context (e.g., ‘shortage’). This has to be more than just keyword as we’ll want to link together the multiple synonyms - it’s the meaning not the words that they’ve chosen which is important.
Doing this adds metadata to our text. We can then apply various statistical techniques to the metadata. Typically, we identify in the region of 40–60 different topics for any text question. We can think of this as equivalent to adding another 40–60 scale questions to a survey. Therefore, we can ask the short surveys that are needed to maintain response rates when you’re doing them frequently whilst capturing very rich data. We use an unsupervised learning approach meaning that the topics are suggested by the data, not precoded based on generic results.One of the reasons that we do analysis is to draw attention to the parts of the information that managers need to focus on. We’re currently doing that by combining two techniques.Read the complete blog post and much more from Andrew Marritt here.
Interested in this topic?
Corporate Le@rning & Corporate Universities Summit
Leading cross-industry event in Europe dedicated to senior-level corporate education professionals sharing their vision and setting the pace of L&D and corporate university developments in the future.
Certified International Business Leader
The Certified International Business Leader (CIBL)TM program is designed to immerse delegates in the cross-functional perspectives of business. By the end of the CIBLTM program, you will be ready to assume the complex role of senior leadership.
The future of workforce planning
HR leaders know that in today’s competitive business climate, talented employees are tough to attract and retain. In fact, in PwC’s 18th Annual Global CEO survey, nearly 75% of respondents said availability of skills was a serious concern. Executives in virtually every industry recognize that finding and retaining the right people drives innovation, customer experience, and operational excellence. But how can they go about doing that?
Enterprise workforce planning: Why it matters more than ever
At most organizations, the workforce is likely the most expensive asset—yet an investment in workforce planning isn’t usually a top priority for executives. But the fact is, if your workforce strategy isn’t as efficient and effective as possible, there can be a huge loss in cost and cycle times due to turnover or resources wasted because of incorrect headcount allocation.
Anaplan: Human Capital Trends series featuring research from Deloitte– Part 1: Organizational design
Workforce planning and analytics have gained increasing importance in recent years, and that fact has not escaped the notice of business leaders. Deloitte recently released its fourth annual “Global Human Capital Trends” report, which summarizes over 7,000 responses to a survey conducted in over 130 countries globally.