Evolve your data-driven HR function with purposeful HR analytics.
Building a successful HR analytics capability in-house requires significant time and resources, and organizations are often challenged with knowing where to start.
HR analytics has not historically been an area of HR expertise, with few HR professionals being trained to perform analytics.
Tapping into the potential of HR analytics isn’t about the most complex or innovative solution.
It starts with defining the purpose of HR analytics, asking the right questions to solve business challenges, and investing in the infrastructure, skillsets, and technology required to identify appropriate solutions.
Impact & Result
The best use of HR analytics depends on each organization’s business challenges and context and requires significant investment into four foundational building blocks: ethical guidelines, data governance, technology, and analytics team skillsets.
With a cross-functional stakeholder team, identify the gaps in the organization’s ethical guidelines, data governance processes, technology, and analytics team skillsets that are required to deliver on the analytics agenda.
Plan to address gaps in the
foundational building blocks required to deliver on the analytics agenda.
Leverage the successes of early projects and stakeholder feedback to scale the
use of analytics to optimize business decisions across the organization.
Research & Tools
1. Define the purpose of HR analytics
Identify key stakeholders, define the purpose, and identify and prioritize HR analytics needs to draft an initial analytics agenda.
Identify and prioritize gaps to address within each HR analytics building block: ethical guidelines, data governance, technology, and analytics skillset.