Get Started With HR Analytics
Evolve your data-driven HR function with purposeful HR analytics.
- Building a successful HR analytics capability in-house requires significant time and resources, and organizations are often challenged with knowing where to start.
- HR analytics has not historically been an area of HR expertise, with few HR professionals being trained to perform analytics.
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
- Tapping into the potential of HR analytics isn’t about the most complex or innovative solution.
- It starts with defining the purpose of HR analytics, asking the right questions to solve business challenges, and investing in the infrastructure, skillsets, and technology required to identify appropriate solutions.
Impact and Result
- The best use of HR analytics depends on each organization’s business challenges and context and requires significant investment into four foundational building blocks: ethical guidelines, data governance, technology, and analytics team skillsets.
- With a cross-functional stakeholder team, identify the gaps in the organization’s ethical guidelines, data governance processes, technology, and analytics team skillsets that are required to deliver on the analytics agenda.
- Plan to address gaps in the
foundational building blocks required to deliver on the analytics agenda.
Leverage the successes of early projects and stakeholder feedback to scale the
use of analytics to optimize business decisions across the organization.
Get Started With HR Analytics Research & Tools
1. Define the purpose of HR analytics
Identify key stakeholders, define the purpose, and identify and prioritize HR analytics needs to draft an initial analytics agenda.
2. Identify gaps in HR analytics building blocks
Identify and prioritize gaps to address within each HR analytics building block: ethical guidelines, data governance, technology, and analytics skillset.
3. Plan to address gaps in HR analytics building blocks
Plan to close gaps in each HR analytics building block.
4. Prepare to launch and scale the use of HR analytics
Create a business case and action and communication plan to address and iterate on HR analytics.
Workshop: Get Started 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: Define the Purpose of HR Analytics
The Purpose
- Define the purpose of HR analytics.
- Review strategic documents to identify and prioritize HR analytics needs.
- Identify goals and metrics.
Key Benefits Achieved
- Defined the purpose of HR analytics.
- Reviewed strategic documents to identify and prioritize HR analytics needs.
- Identified goals and metrics.
Activities
Outputs
Define the purpose of HR analytics in the organization.
- Purpose statement defined
Review strategic documents to identify needs for analytics.
Prioritize needs for HR analytics.
- Needs for HR analytics prioritized
Identify goals and metrics.
- Goals and metrics identified
Module 2: Draft Analytics Agenda and Identify Required Analytics
The Purpose
- Draft the analytics agenda.
- Identify ethical guidelines gaps.
Key Benefits Achieved
- Drafted the analytics agenda.
- Identified ethical guidelines gaps.
Activities
Outputs
Draft research questions for the analytics agenda.
- Research questions drafted
Map required analytics to research questions in the analytics agenda.
- Required analytics mapped in the analytics agenda
Identify initial gaps in ethical guidelines to deliver on agenda.
- List of gaps in ethical guidelines
Module 3: Identify Initial Gaps in HR Analytics Building Blocks
The Purpose
- Identify data governance gaps.
- Identify technology gaps.
- Identify analytics skillset gaps.
- Prioritize gaps to address.
Key Benefits Achieved
- Identified data governance gaps.
- Identified technology gaps.
- Identified analytics skillset gaps.
- Prioritized gaps to address.
Activities
Outputs
Identify initial gaps in data governance and technology to deliver on agenda.
Identify initial gaps in analytics skillset to deliver on analytics agenda.
- Gaps to address identified
Prioritize identified gaps based on size and importance to deliver on analytics agenda.
- List of gaps in data governance and technology to address
Module 4: Plan to Address Initial Gaps in HR Analytics Building Blocks
The Purpose
- Plan to close gaps in each HR analytics building block.
- Create a business case to address HR analytics gaps.
Key Benefits Achieved
- Planned to close gaps in each HR analytics building block.
- Created a business case to address HR analytics gaps.
Activities
Outputs
Brainstorm actions to close gaps.
- List of actions to close gaps
Discuss business case creation (optional)
Module 5: Prepare to Launch and Scale the Use of HR Analytics
The Purpose
- Develop an action plan.
- Create a communication plan for key stakeholders.
Key Benefits Achieved
- Developed an action plan.
- Created a communication plan for key stakeholders.
Activities
Outputs
Prioritize actions to address gaps and deliver on the analytics agenda.
- Actions to address gaps and deliver on the analytics agenda prioritized
Draft a high-level action and communication plan.
- Action and communication plan drafted
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 4-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Define the purpose of HR analytics
- Call 1: Discuss the purpose of HR analytics and prioritize HR analytics needs.
- Call 2: Draft initial research questions and required analytics for analytics agenda.
Guided Implementation 2: Identify gaps in HR analytics building blocks
- Call 1: Identify gaps in HR analytics building blocks (ethical guidelines, data governance, technology, and analytics skillset).
- Call 2: Prioritize HR analytics gaps.
Guided Implementation 3: Plan to address gaps in HR analytics building blocks
- Call 1: Identify actions to close prioritized gaps in HR analytics building blocks (ethical guidelines, data governance, technology, and analytics skillset).
Guided Implementation 4: Prepare to launch and scale the use of HR analytics
- Call 1: Develop an action and communication plan to implement and scale the analytics agenda.
Contributors
- Arjun Asokakumar, Director of Data Science – People Analytics
- Benjamin Borchorst, Engagement Manager, Implement Consulting Group
- Luc Bourgeois, Director, Research Innovation, Morneau Shepell
- Robert Carlyle, AVP, Strategic People Analytics, Sun Life Financial
- Xiaoxi Chang, People Analytics Advisor, Payments Canada
- Dr. Salvatore Falletta, Professor and Program Director for Human Resource Development, Drexel University
- Marge Hartwick, HR Advisor, People Analytics, Husky Energy
- Geoff Ho, Director, Research & Analytics, HR
- Zack Johnson, GM, Strategic Solutions & Partnerships, Visier Inc.
- Miranda McKie, Inclusion and Diversity Analytics Consultant, McKie & Consultants
- Ashlyn Patterson, Associate Director, Employee Experience Analytics & Insights, OMERS
- Mark Peco, Analytics Consultant and Instructor, Camar Solutions and Management Consulting
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