- Ann Treacy, Vice President of Human Resources and Facilities, Waterford Institute
- Brian Parks, Senior Consulting Analyst, Enterprise Applications, HCM/HRIS, Info-Tech Research Group
- Connie Kaarlson, HR Metrics & Evaluation Strategist, CJK Consulting
- Dr. John Sullivan, Professor, Corporate Speaker & Advisor
- Irwin Jankovic, PhD, Strategic Program Manager, Human Resources Group, Metropolitan Water District of Southern California
- Mary Ann Downey, Principal & Co-Founder, HR Metrics Coach
- Jackie Meagher, Vice President, Human Resources, Info-Tech Research Group
- Jennifer Ryce, HR Business Analyst, BCBS of Michigan
- Kevin Carlson, Professor and Head of Management, Virginia Tech
- Anonymous, Senior Vice President HR, Financial Industry
- Anonymous, General Manager, Business Intelligence, Oil
- Anonymous, Senior Consultant, Research & Advisory Services
- Anonymous, Senior Vice President, Human Resources, Financial Services
- Anonymous, HR Director, Financial Services
- Most HR departments currently track operational metrics, but they do not measure or analyze strategic measures.
- HR communication regarding metrics is often limited to isolated numbers or trends and rarely includes insights that would actually help the business with interpretation or planning.
- HR is not viewed as analytical by the executive team, and as such, HR’s analysis has limited credibility with the business.
- To effectively implement HR analytics, cooperation must exist between HR and the business when creating insights to ensure that recommendations are based on a holistic understanding.
- HR metrics are really business metrics that are designed to measure HR solutions to business problems.
- HR must begin to measure strategic metrics that are aligned with organizational objectives.
- Persuasive communication is often the difference between a successful HR analytics program and an unsuccessful one. To drive success, present a compelling business-oriented story that uses insights drawn from data analysis to provide actionable recommendations.
Impact and Result
- Maximize your impact on the business by employing metrics and developing insights which track the organization’s progress toward its goals.
- Develop credibility with the business by using business acumen to provide actionable recommendations for organizational issues.
1. Establish project rationale
Make the case for an organizational commitment to developing and using HR analytics.
2. Align & select metrics
Create HR goals that align with business objectives and select metrics which track progress towards success.
3. Harvest & display metric data
Identify and design data tracking and display mechanisms.
4. Analyze & take action
Analyze data, develop insights, and effectively communicate these recommendations to the business.
This guided implementation is a five call advisory process.
Guided Implementation #1 - Establish relevant strategic HR goals and metrics
Call #1 - Establish aligned, strategic HR goals: identify business challenges and create HR goals based on these needs
Call #2 - Review HR goals, and begin metric selection process: identify metrics that would work well together to provide holistic context around the progression of each goal
Guided Implementation #2 - Establish effective analysis and communication techniques
Call #1 - Establish metric tracking requirements: identify your organization’s metric tracking requirements and discuss dashboard best practices
Call #2 - Develop analysis techniques: discuss common analysis techniques, and learn how to develop insights from data
Call #3 - Craft a compelling storyline: create a persuasive story to effectively communicate the main insights from the analysis with the business
Book Your Workshop
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: Establish and Communicate HR Goals and Objectives
- Develop an overarching understanding of the importance and relevance of HR analytics.
- Understand the challenges that often face HR analytics.
- Identify key communication touch points with the executive team.
- Identify key organizational objectives and design aligned HR goals.
- Select targeted groups of metrics for each goal.
Key Benefits Achieved
- Scheduled communication touch points with the executive team.
- Executive team buy-in.
- Defined and aligned strategic HR goals.
- Selected strategic metrics.
Identify HR analytical challenges
- Solutions to HR analytical challenges
Select key communication touch points
- Scheduled touch points
Identify key business challenges
Design specific, aligned HR goals
- Strategic HR goals
Identify metric groups for each HR goal
- Metric groupings
Module 2: Develop Procedures to Effectively Analyze and Display Data-Driven Insights
- Discuss common tracking and display methods.
- Discuss common dashboard characteristics and best practices.
- Develop analysis capabilities to draw insights.
- Create and customize communication material.
Key Benefits Achieved
- Identified the method of dashboard production that is organizationally appropriate.
- Understand common analysis techniques.
- Created a compelling story using business acumen.
Define dashboard requirements
- Dashboard outline
Practice developing insights from data analysis
- Practice creating insights
Identify which goal to focus on to produce the highest value with the lowest effort
- Identification of high value project
Create a compelling story outlining data-driven insights with business acumen
- A persuasive story that emphasizes insights and is phrased in terms valued by the business