Coming soon · Book Profile
People Analytics & Text Mining with R
A practical, beginner-friendly guide to using free R software to run People Analytics, predictive HR modeling, social media mining, and text/sentiment analysis to link HR levers to business outcomes.
A profile of this book is on the way.
What it’s about
This book demystifies People Analytics for HR professionals with no prior programming experience by teaching them R step-by-step alongside a structured five-step ARHAT analytics framework. It bridges statistical theory and hands-on application, showing readers how to run correlation, multiple regression, and logistic regression in R to predict outcomes like employee flight risk, customer satisfaction, performance, sales, and diversity's impact on revenue. Packed with real-world case studies (Deloitte, Best Buy, ISS, Nielsen, Rentokil, Xerox), data storytelling guidance, Facebook Graph API mining, and word/sentiment cloud generation, it equips analysts to uncover relationships between people factors and business results and to communicate those insights persuasively to stakeholders.
The through-line
- Who it’s for
- An HR or rewards professional (often non-technical) who wants to use data to predict workforce outcomes and influence business results.
- The problem
- They lack affordable tools and programming know-how to run predictive people analytics. They feel intimidated by statistics and coding and unsure how to turn data into credible recommendations.
- The plan
- Install free R and RStudio and learn the minimal needed syntax.
- Follow the ARHAT five-step framework to scope and run a project.
- Use correlation and regression in R to test hypotheses and predict outcomes.
- Mine text and social media for sentiment insights.
- Communicate findings through data storytelling and actionable recommendations.
- The payoff
- The reader predicts flight risk, performance, and engagement impact and acts preemptively. · HR earns credibility as a strategic, data-driven partner. · Business heads seek out the analytics team to solve people-related problems.
See our guide
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Additional reading
- The Organism · Kurt Goldstein
Maslow sources the term 'self-actualization' from Goldstein and builds upon his holistic view of the organism.
- Explorations in Personality · H. A. Murray, et al.
Cited as providing an 'excellent discussion' on the basic principle of centering motivation theory on goals rather than instigation or behavior.
- Social Interest · Alfred Adler
Maslow credits Adler and his followers for stressing the importance of the 'esteem needs,' which he felt were neglected by Freudian psychoanalysts.
- Wisdom of the Body · W. B. Cannon
Provides the foundational concept of 'homeostasis,' which Maslow uses as the starting point for his discussion of physiological needs.
- Multipliers · Liz Wiseman
Explores how leaders can either amplify ('multiply') or diminish ('diminish') the intelligence and capabilities of their teams, a key concept for creating a positive, low-anxiety environment.
- The Fearless Organization · Amy Edmondson
Provides the foundational research and practical steps for creating psychological safety, which the book identifies as crucial for reducing interpersonal anxiety and encouraging people to speak up.
- Mindset · Carol Dweck
Explains the difference between a 'growth mindset' and a 'fixed mindset,' which is presented as a key tool for helping employees manage perfectionism and see failures as learning opportunities.
- Crucial Conversations · Kerry Patterson, Joseph Grenny, et al.
Recommended as a resource for employees to learn how to navigate difficult, high-stakes conversations, directly addressing the book's theme of moving from conflict avoidance to healthy debate.
- Better Allies · Karen Catlin
The author is quoted on specific, actionable steps for allyship, making her book a practical guide for implementing the principles in Chapter 7.
- Blindspot: Hidden Biases of Good People · Mahzarin R. Banaji and Anthony G. Greenwald
Explains the science of implicit bias, which is central to the book's argument that leaders need to be proactive allies because 'not being racist/sexist' isn't enough.