When he started with HR Analytics, Daniel Torres, had over ten years of experience in various fields within the job market. He had worked in marketing, sales, finance, and last but not least, five years in HR.
When Daniel started his HR career, he noticed that most decision-making was based on gut feeling and emotions, and not very data-driven. Having previously worked in more data-driven fields, Daniel realized the necessity of implementing analytics in HR.
To drive more effective, and hence, more fact-based decision-making in his organization, Daniel chose to become a People Analytics specialist. Daniel started his path from HR to HR Analytics by taking the HR Analytics Leader course.
Strongly convinced that people are the strongest asset of any organization, Daniel now actively applies the skills he has learned by leading projects that involve over 3500 employees in Ecuador’s second-largest bank. Very driven by the impact he’s made in his organization, Daniel plans to further expand his skillset in HR Analytics.
“When I first started working in HR I realized that most decisions were made based on emotions; it was a gut-based kind of decision-making; and so, I started putting into action some things that I had learned in other areas, such as marketing and finance, and it was very data-based, so that’s why I got into HR Analytics: first into HR Metrics, and then data-driven decision-making. And that’s how I started my path in HR Analytics.
At first, when I got into HR I realized that it was more of a cultural thing. Even though there were metrics and KPIs, most people still tried to make decisions based on emotions. Then, I started doing some research on HR Metrics, and while researching, I found the Academy to Innovate HR.
I really liked the fact that there was a certificate dedicated specifically to People Analytics. I believe that this topic better equips us, the 21st-century practitioners, to use tools and successfully navigate away from gut- and emotion-based decision-making area towards a data-based decision-making area.
I liked the curriculum of the HR Analytics Leader, which was the first course that I completed. It was very strategic and very well-thought through. Since my career started in business, I really liked the emphasis on the business aspect of it: it all starts with asking the right business question. And so, it made sense, it was the best tool for me to start with.
This course really met my expectations. I believe that the HR Analytics Leader course sets very clear guidelines and roadmaps for leading a People Analytics team, or for working as a Senior professional in a People Analytics team, or as in my case, working in a market that is still just starting. Personally, I needed something that could help me build a career from scratch, and this course was a great start for me.
I am currently working at Ecuador’s second-largest bank, a bank that has around 3500 people and in the project that I’m involved in, I get to use the plan and roadmap given in the course, and it’s a plan that was accepted by the HR manager. My plan is to continue implementing it. I’ve already started with the first quick win, that was using Power BI, so it was really nice to see the things that I learned in the course coming to life and gaining acceptance. So my next step is to continue with People Analytics not only with descriptive statistics, but now starting to go more in-depth and do some projects with more predictive analytics.
I also liked that the course was a very strategic, hands-on course and 100% online because I was able to complete it at my own pace, I was able to go back if I needed to.”
Human Resources Center of Excellence Specialist at Banco del Pacífico
Daniel’s foresight and ambition were crucial in bringing about a cultural transformation in his organization. He noticed early on the immense impact that a data-driven mindset and a structured approach to People management could have on his organization and he made it his mission to implement data-driven practices in his HR department. These practices resulted in better business outcomes and earned him a more strategic standing within his team.
In large organizations, HR Analytics is quickly becoming a necessity. And Daniel’s experience just goes to show how much of an impact one person can make by expanding their own skillset. HR Analytics skills are not only in very high demand, but they are also in short supply – and the opportunities for professional growth they afford are simply incredible.
If Daniel’s story inspired you and you’d like to connect with him, you can find his details here.