About the Founder

In this episode, David Swanagon, Head of HR & Analytics for Technical Services at Saudi Aramco joined us on the podcast to share his insights and lessons learned from starting a people analytics function. Did you enjoy the show? Subscribe to HR Leaders channel: http://bit.ly/2wFkCEq Episode Highlights [00:41] - Davids journey from the lights of Vegas to Saudi Arabia [04:53] - How do we get started with an Analytics Function? [09:10] - The drawback of working with smart people [11:48] - Why it's important to have a clear understanding of the corporate strategy [15:10] - How the introduction of data didn't make meetings quicker and more efficient [17:27] - What is the structure of your analytics team? [19:28] - How David reinvented the classic 9 box matrix [23:44] - What insights surprised you during this change? [25:38] - What has been the feedback so far? 'Data wars' [27:14] - David's experience working at the oil facility that was attacked [31:18] - What's next for you? [33:39] - HR Leaders Quickfire Round [36:27] - Parting advice for you Discussion topics include: HR Innovation, Talent Management, HR Tech & Analytics, Strategy & Boardroom Relationships, Culture & Engagement, Leadership & Coaching, OD& Change, Learning & Development, Recruitment & Retention, Reward, Compensation & Benefits.

This content is a free resource for HR Professionals and students looking to improve their data science skills. The video is part of a broader series on people analytics fundamentals. Whereby, we focus on the Top 10 metrics needed to start a data science function within Human Resources. This video is focused on calculating Promotion Velocity for High Potentials. This metric is used as part of the high potential nomination and succession planning process. During the video, a review of the formula components, alongside how the metric can be used as part of a data-driven nine box is discussed. Also, emphasis is placed on the importance of data serving as a counter-balance for the heuristic bias (subjective views) of executives. If you like this content, please click subscribe as new videos will be uploaded to the channel every week. Keywords: People Analytics, Human Resources Management, Leadership Development, HR Data Analytics Website: https://www.davidswanagon.com/ Contact: https://www.linkedin.com/in/davidswanagon/

This content is a free resource for HR Professionals and students looking to improve their data science skills. The video is part of a broader series on people analytics fundamentals. Whereby, we focus on the Top 10 metrics needed to start a data science function within Human Resources. This video is focused on calculating Learning Days per Employee. This metric is utilized to track the breadth, depth and quality of learning throughout an organization. This includes capturing both structured and unstructured data, incorporating cost elements, and ensuring that content delivery is producing more skilled and productive employees. If you like this content, please click on subscribe as new videos will be uploaded to the channel every week. Keywords: People Analytics, Human Resources Management, Leadership Development, HR Data Analytics Website: https://www.davidswanagon.com/ Contact: https://www.linkedin.com/in/davidswanagon/

This content is a free resource for HR Professionals and students looking to improve their data science skills. The video is part of a broader series on people analytics fundamentals. Whereby, we focus on the Top 10 metrics needed to start a data science function within Human Resources. This video is focused on determining the talent return of your workforce. The formula is adapted from a popular finance metric called the Sharpe Ratio. In that, we evaluate the risk adjusted return of employee contributions compared to the expected performance of talent available in the marketplace. This metric is useful in tracking the initial quality of hire, alongside how an employee progresses throughout his/her tenure in an organization. This includes positive contributions, alongside risk factors. By calculating this metric, organizations can understand how their hired talent is performing relative to available replacements. If you like this content, please click subscribe as new videos will be uploaded to this channel every week. Keywords: People Analytics, Human Resources Management, Leadership Development, HR Data Analytics Website: https://www.davidswanagon.com/ Contact: https://www.linkedin.com/in/davidswanagon/

This content is a free resource for HR Professionals and students looking to improve their data science skills. The video is part of a broader series on people analytics fundamentals. Whereby, we focus on the Top 10 metrics needed to start a data science function within Human Resources. This video is focused on determining EMPLOYEE PRODUCTIVITY. However, the formula doesn't utilize a typical finance approach to estimating output and FTE value. Instead, this methodology looks at how effectively the company and employees are utilizing their time to add strategic value. The content includes a discussion on the PARK-IT and PAM is SAD methods for evaluating positive employee contributions, alongside derailers. Likewise, we discuss the integration between this metric and the prior videos on talent return and learning days per employee. If you like this content, please click subscribe as new videos will be uploaded to this channel every week. Keywords: People Analytics, Human Resources Management, Leadership Development, HR Data Analytics Website: https://www.davidswanagon.com/ Contact: https://www.linkedin.com/in/davidswanagon/

This content is a free resource for HR Professionals and students looking to improve their data science skills. The video is part of a broader series on people analytics fundamentals. Whereby, we focus on the Top 10 metrics needed to start a data science function within Human Resources. This video is focused on calculating Quality of Hire. This metric provides a wholistic approach to evaluating your organization’s recruitment process. This includes hiring efficiency, candidate skills and expertise, and the criticality of the role. We introduce a new acronym EXEMPLAR, which is a method that helps you calculate new hire quality across your entire employee population. If you like this content, please click subscribe as new videos will be uploaded to this channel every week. Keywords: People Analytics, Human Resources Management, Leadership Development, HR Data Analytics Website: https://www.davidswanagon.com/ Contact: https://www.linkedin.com/in/davidswanagon/

This video is focused on how to use data to justify your promotion. As part of the discussion, I cover the TOP 5 TIPS for INTEGRATING DATA INTO YOUR PROMOTION REQUEST. Moreover, I cover the adjustments that should be made depending on whether you're an ALPHA or BETA employee. This content is a free resource for HR Professionals and students looking to improve their data science skills. If you like this content, please click subscribe as new videos will be uploaded to this channel every week. Keywords: People Analytics, Human Resources Management, Leadership Development, HR Data Analytics Website: https://www.davidswanagon.com/ Contact: https://www.linkedin.com/in/davidswanagon/

This video is focused on PEOPLE ANALYTICS VALUE CHAIN. During the discussion, we will cover the 8 steps that are required to monitor whether the HR strategy is adding value to the business. As part of this, pay careful attention to the sequencing of activities. Companies can falter either by not addressing all 8 steps, or not executing their initiatives in the right order. This content is a free resource for HR Professionals and students looking to improve their data science skills. The video is part of a broader series on people analytics fundamentals. If you like this content, please click subscribe as new videos will be uploaded to this channel every week. Keywords: People Analytics, Human Resources Management, Leadership Development, HR Data Analytics Website: https://www.davidswanagon.com/ Contact: https://www.linkedin.com/in/davidswanagon/