Peer Groups



What's the best next step for me and my organization? What innovative practices, measurements, data sources, and technologies are out there? How can I push the envelope and create new ways of delivering value to leaders, managers, and employees themselves? This is what the People Analytics Innovation Lab is all about. It's about collaborating with the most progressive talent strategy and analytics leaders in your region and around the world.  It's about generating cutting-edge ideas and delivering unique value at a speed that would otherwise be difficult, if not impossible to attain. To learn more and apply to be in the Lab, please click below. 



Is your organization just starting out or in the early stages of creating an internal people analytics capability? Maybe its had a few starts and stops over the years, and is thus struggling to sustain attention, deliver measurable value, and command additional resources. If so, the People Analytics Accelerator will help you and your organization get passed these challenges.  It's confidential. It's tailored to your unique needs and those of your organization. It's resourced with proven models, a continuously updated content library, and experienced facilitators - those who've actually sat in internal people analytics leadership roles. So, if you're looking for create or refine a people analytics vision and roadmap to achieve it, considering all the new trends, technologies, and leading practices in the space, then this is likely the place for you. To learn more and apply to be in the Accelerator, please click below. 



The scope of People Analytics has been growing over the years. For a long time, most regarded it as project-based research - study a certain phenomenon, identify key drivers, outcomes, strength of relationships, etc.  To others it meant aggregating data from disparate sources, presenting those data in a tool, and facilitating basic reporting and cluster analysis.  Now, many consider people analytics to be technology products backed by machine learning and artificial intelligence (AI). However you define it, and whatever your organization's priorities are, we all need to appreciate the distinctions and seek to learn from those doing similar work in other organizations. 

As such, we've created the PAFOW special interest groups (SIGs). These include:

  1. Talent Strategy: Driving Change & Better Executive Level Involvement

  2. Capability Building: Analytics & Story-Telling within the HR Community

  3. Data Aggregation & Database Management

  4. Data Visualization: Reporting, Dashboards

  5. Tableau: Using for HR Reporting & Analysis

  6. Advanced Research Techniques

  7. PA Technology: Innovative Tools & Enhancements of Existing Ones

  8. Employee Surveys: Leading Practices & Innovations

Others will be forthcoming based on need and interest. To learn more and to join one, please click below. 



Want to connect with other people analytics professionals in your area?  The easiest way is to participate in a local meet-up. These happen 4 or 5 times per year in most large municipalities around the country. If that meets all your needs, great. If, however, you'd like a facilitated experience that helps you get actual work done, then consider a Local Roundtable.  These peer-groups are limited to 15 professionals, the goal being to allow space and time for each member to share and explore ideas, as well as stay abreast of leading practices, thought leadership, innovative technologies, and overarching trends in talent markets. To learn more and to join one, please click below.