This document summarizes a presentation given at a people analytics meetup group discussing how people analytics can help during the COVID-19 pandemic. It outlines some of the key people data that is readily available, such as workforce availability, productivity levels, and employee wellbeing indicators. It also discusses analyzing trends in this data over time to help organizations with challenges like workforce planning, remote work adoption, and monitoring employee stress and isolation during periods of social distancing.

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PEOPLE & HR ANALYTICS
Perth WA
How Can People Analytics Help During COVID-19?

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Current Role
Director
Rethink HR
Manager HR Projects
Curtin University
How I got into
People Analytics
HR Strategy & Planning Manager
Workforce Analytics Lead
HR Systems Projects
Auditor/Accountant
Shared Service Manager
Commercial Manager
Project and Change Mgt
Recent Works
Map Patient Experience journeys in NGO
Train in people analytics & consulting skills
Assessing HR data & system maturity
COVID-19: Readiness & HRM issues
Coaching several People Analytics teams
Consulting (PwC, and self)
National Shared Service Mgr Bluescope Steel
Project and Change Mgt (HR) Curtin University
Various Project and Change projects
Building People Analytics
Qualifications
Bachelor of Organisational Psychology
Diploma - Executive Coaching
B.Com CPA MBA
Tonight’s Hosts

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Tonight’s Agenda
What Data is Business Asking For Now?
Presentation (Sara)
02
Data Needs – Looking Ahead
Presentation (Damien)
03
Group Feedback: What Do You Want Out of This Meetup Group?
Survey
Group Chat04
Wrap up
05
Check-In
Who’s Here?
Experience with Webex?01

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1
Sara Brown – Curtin University

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Key People
Data
Wellness
Ways of
Working
Immediate
Impacts
▪ Change management light
▪ Learning curve
▪ Human impact
▪ Way of working moved to digital quickly; How are people coping/query management
▪ COVID data gathering
▪ Generic emails, Call Mgt systems
▪ Inform Tier 0 content and immediate action (eg virtual training)
▪ EAP reporting and insights
▪ Understanding and measuring wellness
▪ Whose on campus – why ?
▪ Leave data
▪ Recruitment data
▪ hiring profile will change eg wellness, digital natives
▪ internal redeployment options – matching supply with demand
Other ▪ Modelling – financial incl. people
▪ Quantitative and qualitative content. Data only informs part of the story e.g. are people home-schooling young
children, multiple members in the family home. Qualitative info is critical.
People Data for Good:
Share your ideas in the chatroom – virtual discussion

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COVID-19: What are we solving for?
What people-data is readily available to solve these challenges?
A few examples?
Implications for us as Analysts & Problem-Solvers?
Damien Hutchens – Rethink HR

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COVID-19: What are we solving for…?
Every person adapting to a once-a-century event.
Creates anxiety, confusion & need for certainty
Massive labour flux. Over 2.7M jobs at risk but
Finance, Health & ICT jobs up 10-20%
Millions moved to remote-work
with little chance to prepare
Many orgs shifting business
model &/or core work patterns
To sustain core services, we
struggle with duty-of-care
Where do we get the data to help solve some of these problems?

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Technology
Triggers
Inflated
Expectations
‘Disillusioned Emerging
Maturity
‘Plateau’ of
Productivity
Time
At Jun 2019
Legend: Years to mainstream adoption:
< 2 years 2 - 5 years 5 - 10 years >10 years
Onboarding
Talent Mgmt Suites
Employee Recognition & Reward
Voice of Employee
Machine Learning in HCM
Candidate Relationship Mgmt
Workforce/Talent
Analytics
Continuous Employee
Performance Feedback
Workforce Planning & Modelling
Freelancer Mgmt Systems
EX Technologies
Employee Wellness
Learning Experience
Platforms
What’s the type & quality of HR data available today?
Some useful HR data streams but many core HR Apps are 2-5 years away
from the live, actionable intel that leaders or teams need
Consumer HR Apps
Compensation Allocation for Managers
Mobile HCM
HCM Virtual Assistants
Integrated HR
Service Mgmt
Next-Gen. Talent Assessments
Internal Talent Marketplace
Note: Content in Bold = ‘core’ HR Apps; Gartner currently have no rating for Predictive or Prescriptive Analytics in HCM;
Source: Adapted from Gartner’s Hype Cycle Reports for HCM 2019:
Expectations
HRIS
Payroll
Perform. Appraisal
ERP Workforce Mgmt
E-learning
Recruiting portals
Self-service
HR Surveys etc

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Time
At Jun 2019
Onboarding
Talent Mgmt Suites
Employee Recognition & Reward
Voice of Employee
Machine Learning in HCM
Candidate Relationship Mgmt
Workforce/Talent
Analytics
Continuous Employee
Performance Feedback
Workforce Planning & Modelling
Freelancer Mgmt Systems
EX Technologies
Employee Wellness
Learning Experience
Platforms
So what other apps generate useful ‘People’ data?
Proven ‘people’ tools are readily available… if you move outside the HR box
Consumer HR Apps
Compensation Allocation for Managers
Work Collaboration
Mobile HCM
Social Analytics
HCM Virtual Assistants
Integrated HR
Service Mgmt
Next-Gen. Talent Assessments
Internal Talent Marketplace
Note: Content in Bold refers to Sources of People Data (not necessarily from People/Workforce apps)
Source: Adapted from Gartner’s Hype Cycle Reports 2019: Including HCM, Social Software, AI, Blockchain, Emerging Technologies, Health & Digital Marketing;
Expectations
Data Warehouse
Reporting Suites
Visualisation Tools
Extraction
Data Streams (multiple)
Email & Blogs
Social Tags, Likes etc
Emotion Detection (Voice, Face etc)
Graph Analytics
Outdoor Location Intel.
Text Analytics
Indoor Location Intel
Influencer & Advocacy Marketing
Content Analytics*
Social Profiles
Natural Language (NLP - Voice)
Fraud Detection
Technology
Triggers
Inflated
Expectations
‘Disillusioned Emerging
Maturity
‘Plateau’ of
Productivity
Legend: Years to mainstream adoption:
< 2 years 2 - 5 years 5 - 10 years >10 years
Health Apps
Activity Trackers
Health Info-Exchange
Health Portals

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At each stage of pandemic-response, good People Analytics
teams will deliver an evolving mix of decision-insights.
Source: Includes content from Nicholis Garbis, Melanie Butler & Kristin Rivera; Background graphic by Alex Sandoval
NEXT:
COVID rate (interim)
Wellbeing, Stress
Conduct-in-crisis
Due Diligence
BEFORE PEAK
Detailed Absence
Work Location (live)
Productivity II
24x7 listening
MID-RECOVERY:
Re-opening strategies (site/stores)
Partial-shift back to work sites
Check morale, health, team dynamic
Reignite sales/service capability
START:
Crisis & continuity
Recover people, travel
Failure point analysis
Early briefing of teams
Workforce impacts
THEN:
Remote Work (shift)
People Risk Factors*
Productivity Impacts
Pandemic duty-of-care
EARLY RECOVERY:
Monitor health - illness recovery
Rising workforce capacity (well + recovered)
Re-model workforce needs (stages)
GOVERNMENT COVID-19 FORECAST
>6 MONTHS
LATE RECOVERY:
Worker Return rates
(stood-down, job-keeper)
Edit Performance KPIs
Enact new workforce plans
Regrow lost jobs!!

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Beyond raw availability data, firms will need to see who’s sick or in
isolation, as well as live intel on where people are working
Deepen your reporting on of workforce availability, especially critical occupational groups or vulnerable
front-line teams. Early forecasts will help companies to plan e.g. BHPs recent sourcing of 1500 workers
Consider updating HR codes for new working patterns and the need for granular data on worker
location & availability. Consider auto-sourcing location data via Apps or Mobile Devices.
NOT WORKING
WORKING
Attendance Overview  On-site  Remote Rostered vs Actual Hours
Onsite Mobile
Work-from-
Home
Sick
Sick
(COVID-19)
Self
Isolate*
Annual Leave LWOP
Availability by Occupational Groups (Flu season)
  Sick Leave - Doctors ◼ Range – Last 5 years
Update Info/Leave Types e.g.
• % Absence (Leave + Quarantine)
• NEW Absences e.g. day by day
• % Recovered
• COVID-Vulnerable teams
• High-risk (COVID) employees
Update KPIs/Reports e.g.
• Working Remotely (%, Job)
• Workforce Stood-Down (%, Job)
• Total Labour Capacity (%, Team)
SOURCE: Various

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Activity
≠
Output !!!
Broad checks on work activity levels will show if work has resumed at the same pace and volume.
‘Patchy’ work patterns may indicate teething issues or needs for digital skills mentoring?
Must also check if teamwork & productivity are disrupted by the rapid WFH shift?
Data can reassure firms that all is ok, to help create trust needed for remote work.
On the flip side, HR teams might also check for that people do not work excessive hours. The
mainstream press is starting to report some ‘always on’ behaviours around COVID-19.
Source: Workplace Analytics (Microsoft, 2020); Neo4J (2017); Memory.ai (2018)
Emails Sent – All Workforce Documents created/editedAverage Hours Logged – By Team
Symbol = Ethical, transparent use of this data-type is highly recommended to preserve workforce respect & trust

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More broadly, COVID-19 drove a rapid change into remote-working,
but it went so fast that few companies know if it worked for their teams?
Source: Includes content from Avenade Digital Workplace Insights
Help ICT monitor the WOKFORCE SHIFT to FULLY ADOPT the company’s Digital Working tools
Includes adoption of corporate ecosystem & collaborative solutions
Communities Joined by Department Staff Posting & Answering Questions Document Uploads to OneDrive NPS of Major Work Apps
As remote working brings a bigger dependence on digital capabilities, the employee experience will be
driven by the ‘The Good, The Bad & The Ugly’ of each company’s Work-Technology & Apps
Email
3.9
Procure
2.8
Billing
3.7
Doc Mgmt
2.3
Budget
3.6
Collaborate
4.2
ERP
2.2
Internet
4.4
Appraisal
3.1
CRM
2.5
54321
RATE YOUR APPS
(5 STAR)
Drill-down on 3-4 simple metrics to that differentiate the LEADING & LAGGING teams

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Simple indicators can be set-up to act as ‘red flags’ for fraud, theft or serious misconduct. These
include such as sharp dips in sentiment or the use of ‘danger’ words
Monitor online-behaviour against company HR
standards e.g. bigotry, bullying & toxicity
Double-check pay controls to ensure ongoing
oversight. Identify outliers & persons-of-interest.
Managerial Oversight had dropped during COVID-19. Over coming months, PA
tools can be used to review online behaviour & investigate misconduct digitally.
Source: A Framework for Occupational Fraud Detection by Social Network Analysis (HAL, 2015);
Linguistic Analysis in Risk Assessments and Fraud Detection (EY, 2015); Making the most of sentiment
scores with Ikanow-and-R (Ikanow, 2013); Machine Learning with Python on the Enron Dataset (2017)
Negative Words: Antitrust issues, M&A, Insider Trading
Positive Words: Product Releases, Employment
Sharp dips
in sentiment
Text analysis of Group Chat
Toxicity Vs Supportiveness by Group
Persons of Interest Analysis
Remuneration Analysis & POI-to-POI Interactions
Retrospective analysis of Enron Emails
(POI Emails)
Company Email Audit – Red Flag Words
(Use of ‘Red Flag’ Phrases)

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Use text analysis APIs to extract emotional valence from digital chats, emails and posts. Find out each
team is tracking week-to-week, especially in front-line service teams. [Pearl]
Content-analysis tools can also be used to find
major themes, issues and concerns with surveys
Plus MS apps can give People immediate feedback
on their online presence or trigger access to EAP?
During COVID-19, HR teams can pause surveys in favour of Text Analysis APIs or
other tools to monitor Workforce Resilience and Stress in Teams day-by-day?
Source: Pearl Interactive Visual Analytic Tool (2014) of social media posts; Real-Time Visual
Analytics for Text Streams (2013); Microsoft App store (2018)
Fear
Sadness
Anger
Example: Analysis of Medical Team emails

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Example:
Team network map
(ONA)
 Isolated?Lonely? 
Public health teams are using Text analysis to monitor for signs of illness. Some landmark studies have
also successfully predicted the onset of health conditions like Depression or PTSD
As we ‘self isolate’, we can check on wellbeing? Public health pioneers use text
analysis to early-identify things like Isolation, Substance-Abuse & Depression.
As people self-isolate, some workers may feel cut-off and isolated. Tools like Organisational Network
Analysis (ONA) can check if people are becoming estranged and isolated from the group.
SOURCE: Forecasting the onset and course of mental illness with Twitter data (2017); Organizational
Network Analysis (Deloittes, 2016); The Economist (2018)
Even before
COVID-19,
baseline
loneliness was
>10% of people in
western countries

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Truth, Fact
Investigate
Management
Solve Problems
Motivation
Behaviour
Relationships
Emotion
Performance
Design
Org Dynamics
Compliance
MIND THE
GAP
Quantitative view? Qualitative view?
THANK YOU.
Health
Employment
Crime
Contribution
Hope
Pride
Feeling Safe
Trust
Prosperity
Growth
Opportunity
Cooperation
During COVID-19, People Analysts must help bridge this gap. To solve
these urgent problems & practice a new level of ‘care’ for people during
this crisis, we need new data & fresh insights!

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Group votes from Session #1 Polls (combined)
- 30 March 2020
- 6 April 2020

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Preferences for Future Meetups (Updated)
Which topics &
themes are you
most interested in
right now?
Which
technologies &
apps are you most
interested in?
Plus
• Productivity, Performance & ROI
• Improving Data Quality
• Data Privacy, Ethics & Trust
• Machine learning & AI
• Continuous Analytics & Listening
• Predictive analytics
Plus:
• Explore and discuss key topics
Top Votes:
• Solving Problems & Making Decisions with Data
• Using Data & Change & Transformation
Equal Votes (all 6 items)
• Text analysis
• Workforce data modelling (large scale)
• Social & Relationship Analytics
Top Votes :
• Presentations & talks
• Product & technology demonstrations
What type of people
would you most like
to interact with at
the meetups?
Plus:
• ‘Clients' of People Analytics
Top Votes :
• Experienced People Analysts (Peers)
• Analytics Leaders & Senior Experts
What event
formats would
you like for the next
few meetups?
Source: Webex Poll – Meetup #1 - March, April 2020
Group poll results

20. CHANGE – DESIGN – INNOVATION - STRATEGY
0416 567 279
damien@rethinkHR.com.au