Problem Solving and Data Analysis for HR Leaders
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This workshop shows you how to apply a proven, “data-based” analytical process to successfully solve a wide variety of business and human performance problems. It also involves analytical reasoning—applying judgments to reach conclusions from a combination of evidence and assumptions.
You’ll receive six “Strategic Analysis Implementation Tools” to effectively execute a comprehensive problem-solving and data analysis process to build business acumen and analysis skills. Using your own organization specific issues, you will apply every phase of the process in customized case studies and hands-on skill practice exercises.
By the end of this session, participants will be able to:
- Understand the context in which problems are created and why there must be a “systems” approach to problem solving and data analysis.
- Break complex issues down into manageable pieces.
- Determine how to select appropriate tools for identifying and analyzing problems to create effective business solutions.
- Design a problem resolution strategy that produces evidence-based outcomes and measurable results.
- Apply a “six-phase” model of problem solving and data analysis with an ROI impact focus.
- Calculate the value and ROI impact of resolving business challenges that drive organizational performance and success.
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Dr. Edward Hubbard
Dr. Edward Hubbard, Ph.D. is President & CEO of Hubbard & Hubbard. Inc. and is the author of more than 59 Diversity and business-related books such as: “The Diversity Scorecard”, “The Hidden Side of Resistance to Change”, “How to Calculate Diversity Return on Investment”, � [...]
ATAHR Credit
Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in human resources.
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This webinar received a total of 8 survey responses. Attendees have given an average rating of 3.9 stars out of a possible 5, reflecting the quality and value of the content presented.
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4.1 Stars
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3.9 Stars
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3.8 Stars
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4.0 Stars
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3.9 Stars
Reviews From Webinar Survey
Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees.
Lola S.
March 30, 2022
5.0 / 5
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This is one of the best webinars I have attended. The subject material was relevant, clearly explained, and can be applied across various disciplines.
Karen S.
March 30, 2022
3.4 / 5
Webinar Rating:
3.3 Stars
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3.5 Stars
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Content was straight forward but was a bit too dry and not enough real scenarios/examples to solidify the process.
Tito A.
March 30, 2022
4.4 / 5
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4.3 Stars
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4.5 Stars
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Fantastic presentation.
Hadi H.
March 30, 2022
4.8 / 5
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4.7 Stars
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5.0 Stars
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Excellent topic and presenter. The entire event was very useful. Thank you
Amy C.
March 30, 2022
4.2 / 5
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4.3 Stars
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4.0 Stars
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The presenter was showing slides that were not in the printout of slides and I was scrambling to jot down some of the points that he was talking about.
Mihae K.
March 30, 2022
4.2 / 5
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4.3 Stars
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no comments
Sharon P.
March 30, 2022
4.4 / 5
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no comment
Carolyn L.
March 30, 2022
1.0 / 5
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1.3 Stars
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0.5 Stars
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I thought the presentation would have been more engaging, but it wasn't.
Frequently Asked Questions
HR leaders can use data analysis to move beyond intuition and anecdote when diagnosing and solving workplace challenges. A data-based problem-solving approach involves defining the problem clearly, collecting relevant HR and organizational data, applying analytical tools to identify root causes, and designing evidence-based solutions with measurable outcomes. For HR professionals, this might mean analyzing turnover data to identify flight-risk departments, using engagement survey results to target retention interventions, or calculating the ROI of a training program by comparing pre- and post-performance metrics. Developing these analytical skills allows HR to speak the language of business leadership and demonstrate the organizational value of people programs. Structured frameworks like six-phase problem-solving models provide HR professionals with a repeatable process for applying data analysis to a wide variety of workforce challenges.
A six-phase problem-solving model provides HR leaders with a systematic, evidence-based framework for addressing business and human performance challenges. The phases typically include: defining the problem clearly within its organizational context, breaking the problem into manageable components, selecting appropriate analytical tools for diagnosis, designing a solution strategy based on evidence, implementing the solution with accountability structures, and measuring the ROI impact of the resolution. This structured approach ensures that HR decisions are grounded in data rather than assumption, and that solutions are designed to produce measurable, sustainable results. Using this model, HR professionals can build credibility with senior leadership by consistently tying people solutions to business performance outcomes.
HR problem solving draws on a variety of analytical tools depending on the nature and complexity of the issue. Common tools include root cause analysis techniques such as the 5 Whys or fishbone diagrams to identify underlying drivers, gap analysis to compare current vs. desired performance states, workforce data dashboards to surface patterns in turnover and absenteeism, regression analysis to identify factors correlated with key HR outcomes, and cost-benefit analysis to assess the financial value of proposed solutions. Strategic tools including SWOT analysis and force field analysis help HR leaders evaluate internal and external factors. Selecting the right tool for the right problem is itself a critical skill that HR professionals can develop through structured training and applied practice in real organizational scenarios.
Calculating the ROI of an HR intervention requires identifying the financial value generated by resolving a problem relative to the cost of the solution. The basic formula is: ROI (%) = [(Benefits minus Costs) divided by Costs] times 100. For example, if a retention initiative costs $50,000 but reduces turnover by 10 employees (saving $200,000 in replacement costs), the ROI is 300%. HR leaders must quantify both tangible benefits such as reduced overtime and lower recruiting costs, and intangible benefits like improved morale and a stronger employer brand. Developing ROI measurement skills helps HR professionals make a compelling business case for people investments and reinforces HR's strategic role in organizational performance. Advanced training programs in HR data analysis provide the frameworks and practice needed to apply these methodologies effectively.
Systems thinking is the recognition that organizational problems rarely have a single isolated cause — they emerge from a web of interconnected factors, processes, and behaviors. For HR leaders, applying a systems lens means understanding that a spike in turnover might result from a combination of manager behavior, compensation structure, team culture, and workload distribution rather than any one factor. This holistic perspective leads to more durable solutions that address root causes rather than symptoms. It also helps HR professionals anticipate unintended consequences — for example, improving pay equity in one department may create new tensions in another. Building systems thinking capability requires deliberate practice with analytical frameworks that account for organizational complexity, which is why structured HR problem-solving training is valuable for professionals at all career levels.