- HR is being tasked with delivering more value to the business.
- HR does not know which metrics show the most value.
- Big Data seems more like a buzzword than a practical application.
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Our Advice
Critical Insight
- Big Data can cause “info-glut,” where HR has too much data but is not able to act on it.
- Analysis paralysis is an issue as HR tries to analyze everything for fear of missing something.
- HR departments do not know how to integrate Big Data into daily analytics.
Impact and Result
- McLean & Company has observed four specific categories where Big Data workforce analytics (WFA) can have the most impact for HR and the organization: Workforce Planning, Talent Acquisition, Retention, and Succession Planning.
- Leveraging these categories will help HR identify specific, high-value workforce analytics opportunities, increase organizational buy-in, and reduce implementation time.
- A Big Data workforce analytics program can be launched as part of your overall HR strategic plan, or as its own, standalone strategy that tackles specific Big Data for your organization that is built around organizational key performance indicators.
Workshop: Develop a Strategy for Workforce Analytics with Big Data
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Make the Case and Identify Data Needs
The Purpose
- Discuss the need for Big Data in HR.
- Discuss the power of Big Data with examples.
- Identify organization-specific data needs based on McLean & Company’s category analysis.
Key Benefits Achieved
- An understanding of the power of Big Data and why HR needs to focus on it (as part of a larger HR strategy or as a standalone initiative).
- A list of data needs for HR to show business value.
- An identified WFA category.
Activities
Outputs
Make the case discussion.
Identify organizational gaps and pain points.
- A list of pain points in the organization.
Analyze WFA categories for high value to your organization.
- A thorough understanding of WFA categories.
Choose the WFA category to focus on that provides the most value.
- Selection of WFA category to focus on.
Module 2: Prioritize Opportunities, Develop, and Execute Strategy
The Purpose
- Prioritize the types of data that your organization is most able to derive benefit from.
- Develop your business case and strategy.
- Execute your strategy.
Key Benefits Achieved
- An understanding of the types of data from which you can derive the most insight based on your analytical capabilities.
- A plan to move up the analytics difficulty ladder as needed for your organizational needs.
- A business case for your WFA initiatives.
- A strategy plan.
- An execution plan.
Activities
Outputs
Start, stop, and continue activity.
- A list of ways your organization needs to improve to increase its analytical abilities.
Develop secondary and tertiary Big Data goals.
- A ranking of all WFA categories in your organization.
Mitigate issues during implementation.
- Execution and maintenance plan.
Consider external factors.
Maintain strategy.