Learn the best tips and techniques for collecting and analyzing data for HR consulting projects. Master this essential skill and deliver more value to your clients.

I have performed numerous absenteeism analyses over the years and one of the obstacles to good data collection was the time and attendance supervisor. Every time I completed a large data set analysis, I would focus on my data cleaning issues and use that information to simplify the process, minimize the number exceptions to enter and correct, or retrain the supervisors to be more mindful timecard approvals. When dealing with HR data you are generally still dealing with humans touching the inputs.

What are the most effective ways to collect and analyze data for HR consulting projects?

Data is the lifeblood of HR consulting projects, as it helps you understand the current situation, identify gaps and opportunities, and measure the impact of your interventions. But how can you collect and analyze data effectively and efficiently? Here are some tips to help you master this essential skill.

1 Define your objectives and questions

Before you start collecting data, you need to have a clear idea of what you want to achieve and what you need to know. This will help you narrow down the scope, sources, and methods of data collection, as well as the metrics and indicators of success. For example, if your objective is to improve employee engagement, you might want to ask questions such as: What are the drivers and barriers of engagement in the organization? How engaged are different segments of employees? How does engagement affect performance and retention?

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Rhett Ables

HRBP Manager @ Cox Communications | Ex-Amazon | Ex-Walmart | MIT graduate | Army Veteran | Non-Profit Board Member
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When I conducted workforces analysis within the federal government I was provided a high level scope of work. Within that scope of work were goals. To accomplish my goal I need to create subsets of goals. For example, I had a goal to project headcount needs within a federal agency during specific types of events. That means I need to know how many employees it takes to run the day to day business, look at historical data of past events, determine how many employees per event are needed on average based on the severity of the event, and more. So one goal turns into a few goals which turns into several questions. I learned in the military to work backwards. Know your goal, create a plan, determine the resources needed for that plan.

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2 Choose the right data collection methods

There are many ways to collect data for HR consulting projects, depending on the type, quality, and quantity of data you need. Some of the most common methods are surveys, interviews, focus groups, observations, assessments, and document reviews. Each method has its advantages and disadvantages, so you need to consider factors such as cost, time, reliability, validity, and bias. For example, surveys can provide quantitative data from a large sample, but they might not capture the nuances and emotions of the respondents. Interviews can provide qualitative data from a small sample, but they might be influenced by the interviewer's skills and rapport.

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3 Organize and clean your data

Once you have collected your data, you need to organize and clean it to make it ready for analysis. This means sorting, categorizing, coding, and labeling your data, as well as checking for errors, inconsistencies, and outliers. For quantitative data, you might use software tools such as Excel, SPSS, or R to store and manipulate your data. For qualitative data, you might use software tools such as NVivo, Atlas.ti, or Dedoose to manage and code your data.

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4 Analyze and interpret your data

The next step is to analyze and interpret your data to answer your questions and objectives. This involves applying various techniques and methods to explore, describe, explain, and predict patterns and relationships in your data. For quantitative data, you might use descriptive statistics, inferential statistics, or predictive analytics to summarize and test your data. For qualitative data, you might use thematic analysis, content analysis, or discourse analysis to identify and interpret themes and meanings in your data.

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5 Visualize and communicate your data

The final step is to visualize and communicate your data to your clients and stakeholders. This means presenting your data in a clear, concise, and compelling way that highlights the key findings, insights, and recommendations. You might use charts, graphs, tables, dashboards, or infographics to visualize your data. You might also use narratives, stories, or case studies to communicate your data. The most important thing is to tailor your data presentation to your audience's needs, expectations, and preferences.

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Rhett Ables

HRBP Manager @ Cox Communications | Ex-Amazon | Ex-Walmart | MIT graduate | Army Veteran | Non-Profit Board Member
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When you visualize your data don’t be afraid to get extra sets of eyes on your visualization to ensure anyone can understand the story you are telling. Everybody looks at things differently so you need to be able to tell your story in an effective way for anyone to understand.

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6 Keep learning and improving your data skills

Data collection and analysis is not a one-time activity, but a continuous process of learning and improving. You should always seek feedback, evaluate your results, and reflect on your methods and practices. You should also keep up with the latest trends and developments in data science, analytics, and visualization. By doing so, you will enhance your HR consulting competencies and deliver more value to your clients.

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Dara Bidwell, SHRM-CP

Work shouldn't suck, so design a better employee experience!
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I have performed numerous absenteeism analyses over the years and one of the obstacles to good data collection was the time and attendance supervisor. Every time I completed a large data set analysis, I would focus on my data cleaning issues and use that information to simplify the process, minimize the number exceptions to enter and correct, or retrain the supervisors to be more mindful timecard approvals. When dealing with HR data you are generally still dealing with humans touching the inputs.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the most effective ways to collect and analyze data for HR consulting projects?

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1 Define your objectives and questions

2 Choose the right data collection methods

3 Organize and clean your data

4 Analyze and interpret your data

5 Visualize and communicate your data

6 Keep learning and improving your data skills

7 Here’s what else to consider

HR Consulting

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What are the most effective ways to collect and analyze data for HR consulting projects?

1

2

3

4

5

6

7

1 Define your objectives and questions

2 Choose the right data collection methods

3 Organize and clean your data

4 Analyze and interpret your data

5 Visualize and communicate your data

6 Keep learning and improving your data skills

7 Here’s what else to consider

HR Consulting

Rate this article

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