Drive Business Success with HR Analytics
Reap the rewards of HR metrics through a combination of HR analytics and persuasive storytelling.
- 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.
Need Extra Help?
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
- 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.
Workshop: Drive Business Success with HR Analytics
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: Establish and Communicate HR Goals and Objectives
The Purpose
- 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.
Activities
Outputs
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
The Purpose
- 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.
Activities
Outputs
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
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: 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
Contributors
- 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
Use Dashboards to Become a Data-Driven HR Function
Get Started With HR Analytics
Establish Data Governance for HR
Data Literacy for HR Professionals Module 3
Basics of Navigating Data for Managers
Develop an Effective Talent Retention Plan
