There is no escaping either end of the data or even the analytics spectrum. Whichever field we are in, data is key. To present a strong or validated case of anything, we need numbers, stats, data, metrics etc.

It is easy to get excited about large numbers. If an organization gets 200K views on its YouTube channel, should it be over the moon? Perhaps.

It depends on the purpose. If the objective was to garner ‘eyeballs’ they would then classify it a success. However, if those views were actually meant to translate to sales, and there was none, they may then feel they are no better than the day before that post.

Organizations need to understand that jumping onto the data bandwagon is only as good as being able to measure the success of its initiatives.

For example if the organization realizes that in addition to it’s YouTube post garnering 200K views, it also managed to convert these to paid online orders from 20% of the viewers, then it is better informed on several aspects – strategy, platform, conversion, pricing, timing, frequency and more.

In our 2-day program PeopleAnalytics for HR, which I conduct for the Human Capital Institute, we help you develop your analytical mindset.

You will learn how to identify and access the data you need to develop and test hypotheses on your organizational issues. We walk you through the differences between data and metrics and enhance your ability to check data sets for completeness and errors.

Data can be unnerving, and to circumvent this, you will look at data visualization to support your narrative as you learn to ‘tell a story’ about the data to your stakeholders.

Let’s connect should you want to run this certification program in-house or be part of a public program.