Develop a Strategy for Workforce Analytics with Big Data
Linking HR value and business performance.
- 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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Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
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.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 2-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Make the case, identify data needs, and prioritize opportunities
- Call 1: Understand the facts and figures behind Big Data and why it is relevant to your organization.
- Call 2: Discuss and address specific data needs.
- Call 3: Identify your organization’s ability to analyze data and derive practical insights.
Guided Implementation 2: Develop, execute, and maintain strategy
- Call 1: Develop the plan going forward, identifying which metrics you will track and how you will analyze them.
- Call 2: Plan out execution and discuss strategic maintenance plan.
Contributors
- David Bernstein, VP “Big Data for HR” Division, eQuest
- Marc Moschetto, VP Marketing, WorkForce Software
- Jayson Saba, VP Strategy and Industry Relations, Ceridian
- Dr. Wendell Williams, Managing Director, ScientificSelection.com, Inc.
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