People Analycs Consulng ILX | Session 1 Pre-Work
Welcome to the people analytics consulting immersive learning experience session 1pre-work. This online module contains essential concepts and frameworks crucial forour upcoming session, with a specific focus on the foundations of engaging withstakeholders, business questions and hypotheses, and creating insights from data
analysis.
In today's dynamic business landscape, HR professionals are tasked with makingcritical decisions that impact an organisation's success. Data-driven decision-makingempowers HR teams to harness the power of data, transforming it into actionableinsights. By using data to make decisions, HR can enhance talent acquisition, optimiseworkforce management, and drive organisational growth.
A data-driven culture is essential for the people analytics function to deliver value atscale for the organization. People Analytics consultants play a crucial role in deliveringvalue to the organization. Our research shows that of companies who discloseddelivering >$1M in commercial value, 77% were companies with consultants in theirpeople analytics function. It is clear that when greater value is delivered, the PeopleAnalytics function is more likely to work on strategic projects that measure and delivercommercial value, more likely to get investment in the future for the People Analyticsfunction, and is more likely to have greater credibility with C-Suite stakeholders across
the business.
In our upcoming session, we will dedicate our time both to grasping the knowledgethat consultants need and to actively applying it in practical exercises. This hands-onexperience will deepen your expertise and prepare you to support your business inapplying evidence-based decision-making daily.
INTRODUCTION (3 MIN)
Learning Outcomes and Structure (2 min)
Who is the Learning Provider? (1 min)
ENGAGE WITH STAKEHOLDERS AND FRAME BUSINESS QUESTIONS & HYPOTHESES (70 MIN )
The Eight-Step Model for Purposeful Analycs (5 min)
Engage with Stakeholders (40 min)
How to Frame Business Quesons (13 min)
How to Build a Hypothesis (10 min)
Learning Acvies (2 min)
NEXT STEPS (1 MIN)
Next Steps (1 min)
Lesson 1 of 8
Learning Outcomes and Structure (2 min)
Learning Outcomes
By attending and committing to this pre-course work, you will develop your knowledge
and skills in the following areas:
Frame business questionsand hypotheses
Creating insights fromdata analysis
Engage with stakeholders
By developing your knowledge and skills in these areas, you will enhance your ability to:
Pro-actively seek out opportunities to improve strategy and
business outcomes.
Understand, interrogate and present data, to inform peoplestrategy and business decisions.
Harness the power of data, convert it into practical insights that
drive action.
Tell stories with data, applying professional judgement andcuriosity to produce a clear narrative that can inform soundcommercial decisions, relevant to business need and strategic
goals.
Structure
The pre-work course is divided into two sections. Please complete this first section inpreparation for Session 1. It is important that you complete the section to fully benefit
from the learning experience.
Session 1 Pre-Work (70 Minutes)Engage with Stakeholders and Frame Business Questions & Hypotheses
In this first section of online learning, you will identify how to engage with dierent types ofstakeholders and why to approach them dierently and learn how to frame business questionsand translate business problems into hypotheses that can be tested with data.
Let's get started!
Lesson 2 of 8
Who is the Learning Provider? (1 min)
Image Description: The logo of Insight222
Insight222placing people analytics at the centre of the business
This learning program has been designed in partnership with is to make organisations better by and by upskilling HR. We believe HR needs to become more data-driven, experience-led andbusiness focused for people analytics to bring more business value. Select
. Insight222's mission
here
to learn more
about Insight222.
Lesson 3 of 8
The Eight-Step Model for Purposeful Analycs (5 min)
The Eight-Step model of purposeful analytics outlines the eight critical steps requiredto drive real success with your people analytics projects, ensuring you always start withthe business problem. This model will guide us through this Pre-work Course. Let’sdiscover this model and dive deeper into some of its components.
The eight-step model for purposeful analycs
Frame Business Quesons
Get a clear business understanding of why you are going to undertake the project.
Build hypotheses
Make sure that the beliefs and theories that stakeholders have about why the project should take place arethoroughly understood, clarified and simplified into testable hypothesis.
Gather Data
Discover the necessary data to conduct the analysis.
Conduct Analyses
Clean the data, manage it and analyse it using statistical methodologies.
Reveal Insights
Derive the insights by interpreting the data.
Determine Recommendaons
Work with and leverage your analysts to draw recommendations based on the insights.
Get Your Point Across
Communicate your point across using data storytelling and visualisation to influence decision-makers and
project stakeholders.
Implement And Evaluate
Decide whether action is going to be taken and implement it. Evaluate the results of the action and whetherthe people analytics project achieved the expected outcomes set at the phase one.
MyHRfuture 2019. Confidential All rights reserved. Copyright of Nigel Guenole, Jonathan Ferrarand Sheri Feinzig.
Note: The word "project" in this framework refers to any analycs workor acvity, including formally commissioned projects.
Eight-step model for purposeful analycs
The eight-step model for purposeful analytics is a three-phase model devised by Insight222 anddescribes the project process to conduct people analytics in an impactful and business-alignedway. It can be read in detail in the Power of people book written by Jonathan Ferrar, Nigel
Guenolle and Sheri Feinzig.
Lesson 4 of 8
Engage with Stakeholders (40 min)
Understanding your stakeholders and their needs is critical to your success as aconsultant. Eective engagement with stakeholders ensures that you focus on the rightbusiness challenges or priorities, and ensure benefits for employees & managers. Eective stakeholder management helps to obtain the right resources for analytics,maintain ethical & privacy standards and ultimately, create value for the organization.
In the following chapter of "The Power of People (Ferrar, Feinzig & Guenole, 2017) youwill read about expert stakeholder engagement and its impact on the success of people
analytics teams.
The Power of People | Engage With Stakeholders.pdf
323.3 KB
You've learned about best practices in stakeholder engagement and management andtheir impact of people analytics successes. As you continue this learning journey,consider who your key stakeholders are, and how your relationships with them aect
your successes in your business.
Hold your own stakeholder relationships in mind as you learn about framing businessquestions, and consider how their involvement shapes the eectiveness of question
creation.
The reason analytics has stalled in HR in the past isbecause there weren't any business stakeholders. Ifthere aren't business stakeholders, HR analytics isinteresting, but not essential
John Bersin
Image description: Black background with curved lines.
Lesson 5 of 8
How to Frame Business Quesons (13 min)
In this module, you will learn how to frame business questions to get an HR problemfrom the general down to the specific and business-aligned! Click the video below tolearn more. Feel free to pause the video and take notes
How to Frame Business Quesons - Transcript.pdf
62.5 KB
So to summarize when trying to frame a business question consider using the followingmethods: ask "why" five times, focus on the business question not the people's topicfirst, gather opinions from others, leverage questioning and listening techniques (openquestions, active listening, paraphrasing), and write your business question in one
sentence.
Don't forget: Frame your business queson in one sentence.
It is not the answer that enlightens, but the question.
Eugene Ionesco
Image description: People raising their hands to ask questions.
Lesson 6 of 8
How to Build a Hypothesis (10 min)
We have learned how to frame business questions that are relevant to the business. It'snow time to complete the first phase of the eight-step model for purposeful analytics bylearning how to translate business problems into clear and testable hypotheses. Let'shave a look at the video below. Feel free to pause the video and take notes.
How to Build a Hypothesis - Transcript.pdf
57.9 KB
A hypothesis is a really clear and simple statement, that can be tested to determinewhether it's true or false. It's important to understand that hypotheses must be testable.If the business question is the tool that helps us make the HR problem more specific andbusiness-aligned and discover the right data, the hypothesis is the tool that helps us testwhether the implemented action that was driven by our analysis meets the expected
outcomes or not.
Don't forget: Hypothesis is never a queson.
The only relevant test of the validity of a hypothesisis the comparison of prediction with experience.
Milton Friedman
Image description: Laboratory test tubes.
Lesson 7 of 8
Learning Acvies (2 min)
Congratulations. You have finished the 'Consulting with data' chapter. In this chapter,we discovered how to frame business questions, how to make them relevant to thebusiness and how to frame hypotheses based on the original statement. Before weproceed to the next chapter, check if you feel comfortable with these concepts by
completing the activities below.
Acvity 1
Try to answer whether the following phrases are hypotheses or not.
"If we allow people to work from home will the operation cost of the oce decrease?"
Yes, it is a hypothesis
No, it's not a hypothesis
SUBMIT
"If leaders communicate regularly (weekly) with their employees about the business, then
customer satisfaction will improve".
Yes, it is a hypothesis
No, it's not a hypothesis
SUBMIT
"Customer-facing leaders who have taken the leadership development course within oneyear of becoming a new leader, have higher customer retention rates".
Yes, it is a hypothesis
No, it's not a hypothesis
SUBMIT
Acvity 2
Try to answer whether the following questions are good examples of business questionsor not.
"How is attrition impacting our ability to fill in our vacancies?"
Yes, this is a good business question
No, this is not a good business question
SUBMIT
"What elements of employee engagement drive customer retention?"
Yes, this is a good business question
No, this is not a good business question
SUBMIT
What leadership characteristics result in the best business performance (clientretention, sales, innovation, productivity)?
Yes, this is a good business question
No, this is not a good business question
SUBMIT
Lesson 8 of 8
Next Steps (1 min)
Great job completing Part 1 of the pre-course work. We look forward to working with you
during our Session 1 workshop.
people-analytics-consulting-ilx-session-1-pre-work-aSnSWNkw.pdf
Jay
Created on November 2, 2025
Start designing with a free template
Discover more than 1500 professional designs like these:
View
Randomizer
View
Timer
View
Find the pair
View
Hangman Game
View
Dice
View
Scratch and Win Game
View
Create a Word Search
Explore all templates
Transcript
People Analycs Consulng ILX | Session 1 Pre-Work
Welcome to the people analytics consulting immersive learning experience session 1pre-work. This online module contains essential concepts and frameworks crucial forour upcoming session, with a specific focus on the foundations of engaging withstakeholders, business questions and hypotheses, and creating insights from data
analysis.
In today's dynamic business landscape, HR professionals are tasked with makingcritical decisions that impact an organisation's success. Data-driven decision-makingempowers HR teams to harness the power of data, transforming it into actionableinsights. By using data to make decisions, HR can enhance talent acquisition, optimiseworkforce management, and drive organisational growth.
A data-driven culture is essential for the people analytics function to deliver value atscale for the organization. People Analytics consultants play a crucial role in deliveringvalue to the organization. Our research shows that of companies who discloseddelivering >$1M in commercial value, 77% were companies with consultants in theirpeople analytics function. It is clear that when greater value is delivered, the PeopleAnalytics function is more likely to work on strategic projects that measure and delivercommercial value, more likely to get investment in the future for the People Analyticsfunction, and is more likely to have greater credibility with C-Suite stakeholders across
the business.
In our upcoming session, we will dedicate our time both to grasping the knowledgethat consultants need and to actively applying it in practical exercises. This hands-onexperience will deepen your expertise and prepare you to support your business inapplying evidence-based decision-making daily.
INTRODUCTION (3 MIN)
Learning Outcomes and Structure (2 min)
Who is the Learning Provider? (1 min)
ENGAGE WITH STAKEHOLDERS AND FRAME BUSINESS QUESTIONS & HYPOTHESES (70 MIN )
The Eight-Step Model for Purposeful Analycs (5 min)
Engage with Stakeholders (40 min)
How to Frame Business Quesons (13 min)
How to Build a Hypothesis (10 min)
Learning Acvies (2 min)
NEXT STEPS (1 MIN)
Next Steps (1 min)
Lesson 1 of 8
Learning Outcomes and Structure (2 min)
Learning Outcomes
By attending and committing to this pre-course work, you will develop your knowledge
and skills in the following areas:
Frame business questionsand hypotheses
Creating insights fromdata analysis
Engage with stakeholders
By developing your knowledge and skills in these areas, you will enhance your ability to:
Pro-actively seek out opportunities to improve strategy and
business outcomes.
Understand, interrogate and present data, to inform peoplestrategy and business decisions.
Harness the power of data, convert it into practical insights that
drive action.
Tell stories with data, applying professional judgement andcuriosity to produce a clear narrative that can inform soundcommercial decisions, relevant to business need and strategic
goals.
Structure
The pre-work course is divided into two sections. Please complete this first section inpreparation for Session 1. It is important that you complete the section to fully benefit
from the learning experience.
Session 1 Pre-Work (70 Minutes)Engage with Stakeholders and Frame Business Questions & Hypotheses
In this first section of online learning, you will identify how to engage with dierent types ofstakeholders and why to approach them dierently and learn how to frame business questionsand translate business problems into hypotheses that can be tested with data.
Let's get started!
Lesson 2 of 8
Who is the Learning Provider? (1 min)
Image Description: The logo of Insight222
Insight222placing people analytics at the centre of the business
This learning program has been designed in partnership with is to make organisations better by and by upskilling HR. We believe HR needs to become more data-driven, experience-led andbusiness focused for people analytics to bring more business value. Select
. Insight222's mission
here
to learn more
about Insight222.
Lesson 3 of 8
The Eight-Step Model for Purposeful Analycs (5 min)
The Eight-Step model of purposeful analytics outlines the eight critical steps requiredto drive real success with your people analytics projects, ensuring you always start withthe business problem. This model will guide us through this Pre-work Course. Let’sdiscover this model and dive deeper into some of its components.
The eight-step model for purposeful analycs
Frame Business Quesons
Get a clear business understanding of why you are going to undertake the project.
Build hypotheses
Make sure that the beliefs and theories that stakeholders have about why the project should take place arethoroughly understood, clarified and simplified into testable hypothesis.
Gather Data
Discover the necessary data to conduct the analysis.
Conduct Analyses
Clean the data, manage it and analyse it using statistical methodologies.
Reveal Insights
Derive the insights by interpreting the data.
Determine Recommendaons
Work with and leverage your analysts to draw recommendations based on the insights.
Get Your Point Across
Communicate your point across using data storytelling and visualisation to influence decision-makers and
project stakeholders.
Implement And Evaluate
Decide whether action is going to be taken and implement it. Evaluate the results of the action and whetherthe people analytics project achieved the expected outcomes set at the phase one.
MyHRfuture 2019. Confidential All rights reserved. Copyright of Nigel Guenole, Jonathan Ferrarand Sheri Feinzig.
Note: The word "project" in this framework refers to any analycs workor acvity, including formally commissioned projects.
Eight-step model for purposeful analycs
The eight-step model for purposeful analytics is a three-phase model devised by Insight222 anddescribes the project process to conduct people analytics in an impactful and business-alignedway. It can be read in detail in the Power of people book written by Jonathan Ferrar, Nigel
Guenolle and Sheri Feinzig.
Lesson 4 of 8
Engage with Stakeholders (40 min)
Understanding your stakeholders and their needs is critical to your success as aconsultant. Eective engagement with stakeholders ensures that you focus on the rightbusiness challenges or priorities, and ensure benefits for employees & managers. Eective stakeholder management helps to obtain the right resources for analytics,maintain ethical & privacy standards and ultimately, create value for the organization.
In the following chapter of "The Power of People (Ferrar, Feinzig & Guenole, 2017) youwill read about expert stakeholder engagement and its impact on the success of people
analytics teams.
The Power of People | Engage With Stakeholders.pdf
323.3 KB
You've learned about best practices in stakeholder engagement and management andtheir impact of people analytics successes. As you continue this learning journey,consider who your key stakeholders are, and how your relationships with them aect
your successes in your business.
Hold your own stakeholder relationships in mind as you learn about framing businessquestions, and consider how their involvement shapes the eectiveness of question
creation.
The reason analytics has stalled in HR in the past isbecause there weren't any business stakeholders. Ifthere aren't business stakeholders, HR analytics isinteresting, but not essential
John Bersin
Image description: Black background with curved lines.
Lesson 5 of 8
How to Frame Business Quesons (13 min)
In this module, you will learn how to frame business questions to get an HR problemfrom the general down to the specific and business-aligned! Click the video below tolearn more. Feel free to pause the video and take notes
How to Frame Business Quesons - Transcript.pdf
62.5 KB
So to summarize when trying to frame a business question consider using the followingmethods: ask "why" five times, focus on the business question not the people's topicfirst, gather opinions from others, leverage questioning and listening techniques (openquestions, active listening, paraphrasing), and write your business question in one
sentence.
Don't forget: Frame your business queson in one sentence.
It is not the answer that enlightens, but the question.
Eugene Ionesco
Image description: People raising their hands to ask questions.
Lesson 6 of 8
How to Build a Hypothesis (10 min)
We have learned how to frame business questions that are relevant to the business. It'snow time to complete the first phase of the eight-step model for purposeful analytics bylearning how to translate business problems into clear and testable hypotheses. Let'shave a look at the video below. Feel free to pause the video and take notes.
How to Build a Hypothesis - Transcript.pdf
57.9 KB
A hypothesis is a really clear and simple statement, that can be tested to determinewhether it's true or false. It's important to understand that hypotheses must be testable.If the business question is the tool that helps us make the HR problem more specific andbusiness-aligned and discover the right data, the hypothesis is the tool that helps us testwhether the implemented action that was driven by our analysis meets the expected
outcomes or not.
Don't forget: Hypothesis is never a queson.
The only relevant test of the validity of a hypothesisis the comparison of prediction with experience.
Milton Friedman
Image description: Laboratory test tubes.
Lesson 7 of 8
Learning Acvies (2 min)
Congratulations. You have finished the 'Consulting with data' chapter. In this chapter,we discovered how to frame business questions, how to make them relevant to thebusiness and how to frame hypotheses based on the original statement. Before weproceed to the next chapter, check if you feel comfortable with these concepts by
completing the activities below.
Acvity 1
Try to answer whether the following phrases are hypotheses or not.
"If we allow people to work from home will the operation cost of the oce decrease?"
Yes, it is a hypothesis
No, it's not a hypothesis
SUBMIT
"If leaders communicate regularly (weekly) with their employees about the business, then
customer satisfaction will improve".
Yes, it is a hypothesis
No, it's not a hypothesis
SUBMIT
"Customer-facing leaders who have taken the leadership development course within oneyear of becoming a new leader, have higher customer retention rates".
Yes, it is a hypothesis
No, it's not a hypothesis
SUBMIT
Acvity 2
Try to answer whether the following questions are good examples of business questionsor not.
"How is attrition impacting our ability to fill in our vacancies?"
Yes, this is a good business question
No, this is not a good business question
SUBMIT
"What elements of employee engagement drive customer retention?"
Yes, this is a good business question
No, this is not a good business question
SUBMIT
What leadership characteristics result in the best business performance (clientretention, sales, innovation, productivity)?
Yes, this is a good business question
No, this is not a good business question
SUBMIT
Lesson 8 of 8
Next Steps (1 min)
Great job completing Part 1 of the pre-course work. We look forward to working with you
during our Session 1 workshop.