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Become a Data-Driven HR Function

Build the foundation for HR Analytics to improve the organization’s decisions.

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Contributors

  • Alec Levenson, Senior Research Scientist, Center for Effective Organizations, Marshall School of Business at the University of Southern California
  • Andy Charlwood, Professor of HRM, University of Leeds
  • Edward Houghton, Senior Research Advisor, Human Capital and Governance, CIPD
  • Glen McLellan, Director, Total Compensation & Workforce Analytics, Centric Health
  • Heidi Epley, HR Strategy and Analytics Manager, Caterpillar Inc.
  • Irwin N. Jankovic, PhD, Strategic Program Manager HR, Metropolitan Water District of Southern California
  • John Boudreau, Research Director, Centre for Effective Organizations and Professor, Marshall School of Business at the University of Southern California
  • John Sullivan, Professor of Management, San Francisco State University
  • Junia Freitas, Senior Manager, Global Talent Analytics, Scotiabank
  • Mark Benton, WFM Budgeting and Planning Manager at The Co-operative Food
  • Nikki Langille, HR Country Manager, AT&T
  • Omer Aziz, CHRO, Flight Network
  • Robert Carlyle, Senior Director, Strategic Workforce Management, RBC
  • Sam Hill, Founder and Managing Consultant, Workforce Dimensions
  • Valarie Dillon, Executive Director, Human Resources & Volunteer Services, Scouts Canada
  • Sunil Meharia, HRIS and Analytics Business Analyst, City of Edmonton

Your Challenge

  • Over a third of HR departments struggle to move beyond basic measurement and metrics (McLean & Company, 2018 HR Trends Report).
  • HR has more data than ever before, but often does not know what to measure or what to do with the data.
  • Unreliable data and lack of analytic capability are significant barriers to moving forward.

Our Advice

Critical Insight

  • You don’t need advanced analytics to add value. Reliable data combined with metrics that matter enables HR to add value right away while also preparing HR for advanced analytics in the future.
  • Select metrics that matter to clients to include in dashboards. This focuses HR resources on what will have the highest impact and address client needs.
  • Perfect data and dashboards miss the point. Clean data just enough to use for decision making, and iterate dashboards based on client feedback.

Impact and Result

  • Create a data plan that identifies metrics that track progress towards specific client needs to ensure that data adds value to the organization – right away.
  • Build the foundation for data-driven HR by addressing key gaps in data governance, analytic capability, and data adoption.
  • Build dashboards that drive action by leveraging data analysis, insight generation, storytelling, and data visualization best practices.

Research & Tools

2. Select metrics that matter

Prioritize clients and prepare to build dashboards.

3. Create a dashboard

Design an optimized dashboard.

4. Plan for the future

Develop procedures to standardize HR data and insights for adoption.

Guided Implementations

This guided implementation is a ten call advisory process.

Guided Implementation #1 - Assess the foundation

Call #1 - Discuss the results of the HR Metrics & Analytics Foundation Assessment and identify gaps.
Call #2 - Identify and prioritize clients for metrics and analytics.

Guided Implementation #2 - Select metrics that matter

Call #1 - Identify and prioritize client needs.
Call #2 - Review selected metrics and discuss cadence of dashboard delivery.

Guided Implementation #3 - Create a dashboard

Call #1 - Review prototype dashboard to ensure it incorporates best practices in data visualization and storytelling.
Call #2 - Discuss stakeholder feedback.

Guided Implementation #4 - Plan for the future

Call #1 - Review the future state plan to produce initial dashboard(s) and build the foundation for data-driven HR.
Call #2 - Discuss appropriate data governance mechanisms for your organization.
Call #3 - Prepare a business case for additional analytics resources.
Call #4 - Determine solutions to data adoption barriers.

HR Analytics

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Course Information

  • Title: HR Analytics
  • Number of Course Modules: 4
  • Estimated Completion Time: 1.5 hours

Learning Outcome

Describe how to improve HR metrics & analytics by addressing fundamental requirements, selecting the right metrics, and displaying them on dashboards that lead to action.

Learning Objectives

By the end of this course, learners will be able to:

  • Make the case for HR metrics and analytics in their organization.
  • Define the foundations required for HR metrics & analytics and identify some strategies that can be employed to improve them.
  • Select and prioritize metrics that matter to clients of HR metrics and analytics.
  • Incorporate best practices into HR dashboard design; this includes data analysis, insight generation, storytelling, and data visualization.
HRPA Certification Pre-Approved Logo

1 CPD hour per course.

SHRM Certification Logo

Each course is valid for 1 PDC for the SHRM-CP℠ or SHRM-SCP℠.

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The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Course Modules

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Introduction

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Module 1

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Module 2

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Module 3

Onsite Workshop

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Onsite 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 onsite 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: Define a Vision and Identify Metrics

The Purpose

  • Define a vision for HR analytics and evaluate how it compares to the current state.
  • Prioritize clients for HR dashboards.
  • Begin to create a dashboard.

Key Benefits Achieved

  • Defined vision for the future of HR analytics.
  • First half of dashboard prototype completed.

Activities

Outputs

1.1

Draw desired future state and current state of HR analytics.

1.2

Review the results of the Foundation Assessment.

  • Assessment results reviewed and key gaps identified.
1.3

Identify and prioritize clients.

  • Prioritized list of clients.
1.4

Define client needs.

1.5

Brainstorm metrics.

1.6

Prioritize and select metrics.

1.7

Determine cadence and number of dashboards.

  • Client needs and metrics documented.

Module 2: Build Two Dashboard Prototypes

The Purpose

Complete two dashboard prototypes for different clients.

Key Benefits Achieved

Two dashboards with metrics that are logically connected to client needs.

Activities

Outputs

2.1

Design the dashboard prototype.

  • Drafted dashboard prototypes (2)
2.2

Define client needs.

2.3

Brainstorm metrics.

2.4

Prioritize and select metrics.

2.5

Determine the cadence and number of dashboards.

2.6

Design the dashboard prototype.

Module 3: Create Action Plan

The Purpose

  • Create definitions for key metrics.
  • Create action plans to turn prototypes into reality and improve the ability of the HR function to use data.

Key Benefits Achieved

  • Metrics dictionary to help with data governance and dashboard understanding.
  • Action plan to operationalize dashboards provides clear path to turn prototypes into reality.
  • Plan to address foundational gaps addresses challenges in broader HR function.

Activities

Outputs

3.1

Build a metrics dictionary for key metrics.

  • HR metrics dictionary
3.2

Identify required competencies for HR metrics and analytics.

  • Identified required competencies
3.3

Design an action plan to create and implement prototype dashboards.

  • Dashboard implementation action plan
3.4

Create a future state plan to address foundational gaps.

  • Future state action plan