Establish Data Governance for HR
Use a phased approach to implement solutions that address short-term and long-term data governance needs.
- HR data governance is often inadequate due to a lack of formal data governance practices and low levels of data literacy. Without data governance practices, HR risks sharing inaccurate information, resulting in key individuals lacking trust in HR data. This stifles cross-functional collaboration and the ability to generate valuable insights to drive innovation, improve decision making, and gain a competitive advantage.
- HR often has urgent pain points to address; however, formal data governance frameworks are not a quick solution and typically take years to implement fully.
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Our Advice
Critical Insight
Accurate and reliable data is an essential component of data-driven HR. Developing data governance practices helps ensure high-quality data and builds a solid foundation for HR to create a data-driven culture.
Impact and Result
- Implement HR data governance practices to ensure data is available, accurate, standardized, and complete to enable HR to develop data-driven recommendations based on high-quality data.
- Use a phased approach to address HR’s urgent data governance needs with practical people, process, and technology solutions and establish a formal HR data governance framework to support a proactive and strategic approach to data governance in the long term.
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.
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Speak With An Analyst
Get the help you need in this 2-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Uncover urgent data governance needs.
- Call 1: Define the need for HR data governance and discuss partnering with key individuals.
- Call 2: Plan to identify pain points.
- Call 3: Review pain points and discuss creating a data inventory to assess data quality.
- Call 4: Discuss selecting people, process, and technology solutions to address pain points and establish metrics to monitor success.
- Call 5: Determine if a formal data governance framework is required.
Guided Implementation 2: Establish a formal data governance framework.
- Call 1: Review existing data governance components and discuss the approach to a data governance committee.
- Call 2: Discuss creating a data dictionary to improve data standardization and consistency.
- Call 3: Plan to create ethical guidelines, draft policy statements, and document the framework.
Contributors
- Lisa Highfield, Advisory Director, Info-Tech Research Group
- Zack Johnson, GM, Embedded Analytics, Visier
- David Lloyd, Chief Data Officer, Ceridian
- Illia Maor, Manager, HR Technology and Analytics, York Region
- Jennifer Moran, Vice President, HR Systems Management, LPL Financial
- Crystal Singh, Research Director, Info-Tech Research Group
- Rachel Tan, HR Analytics Expert, Caripros Inc.
- Zachary Toof, Workforce Analytics and Insights, LPL Financial
- Dea Wang, Talent Research Partner, TD Bank
- 1 Anonymous Contributor
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