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Use Dashboards to Become a Data-Driven HR Function

Select metrics that matter to generate insights and recommendations that lead to action.

  • Many organizations are not investing in developing HR teams’ competencies related to data and metrics, and as a result, HR professionals often lack the training required to become data driven and leverage strategic data to their advantage.
  • There is a disconnect between how often organizations report metrics and analytics as a top priority and the investment being made in developing HR’s data-driven competencies.

Our Advice

Critical Insight

  • Becoming data driven doesn’t mean losing focus on the people behind the data. Data and metrics must be used to make decisions that benefit employees and the organization overall.

Impact and Result

  • Select metrics that matter to generate insights and provide data-driven recommendations to various audiences across the organization.
  • Many organizational leaders find dashboards to be an effective way to present HR data, so create these valuable tools for HR to monitor the current state and provide insights to meet audience needs.
  • Keep the audience behind the data top of mind when creating dashboards by telling a story that leads to insights and recommendations and ensuring data and metrics are used to make decisions that benefit employees and the organization.

Use Dashboards to Become a Data-Driven HR Function Research & Tools

2. Identify and gather required data

Identify the data required for selected metrics; recognize DEI (diversity, equity, and inclusion) considerations, determine the data quality, collect additional data, and determine the frequency of measurement and reporting.

3. Conduct analysis and craft a story

Combine the collected data, calculate the selected metrics, understand the storytelling model, and develop insights and recommendations based on identified trends.

4. Create a dashboard that tells the story

Understand dashboarding best practices and choose appropriate visuals, plan to launch the dashboard, deliver recommendations, and gather feedback.


Data-Driven HR

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How to complete this course:

Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.

  • Number of Course Modules: 5
  • Estimated Completion Time: 1.5 hours

Learning Outcome

Reliable data combined with metrics that matter enables HR to add value to the organization. This course will help you to take stock of your ability to deliver meaningful HR metrics & analytics, focus your resources on what will have the highest impact and address client needs, and make a plan for continuing to improve to become a data-driven HR function.

Learning Objectives

By the end of this course, learners will be able to:

  • Define and assess the foundations required for HR metrics and analytics.
  • Select and prioritize HR metrics that matter to clients.
  • Incorporate best practices into HR dashboard design, including data analysis, insight generation, storytelling, and data visualization.
  • Identify strategies to improve HR’s ability to use data to support organizational decision-making.

All of our McLean Academy courses have closed captioning available. To turn this function on, click on the C.C. in the bottom right corner of the video screen and click "English" on the options that pop-up.

Course Modules

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Data-Driven HR Introduction: Become a Data-Driven HR Function

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Data-Driven HR Module 1: Assess HR metrics and analytics foundation

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Data-Driven HR Module 2: Select metrics that matter

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Data-Driven HR Module 3: Create a dashboard

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Data-Driven HR Module 4: Plan for the future

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 10 touchpoints with our researchers, all included in your membership.

Guided Implementation #1 - Select metrics that matter
  • Call #1 - Discuss the audience and uncover their needs.
  • Call #2 - Identify and prioritize audience needs to translate into metrics and identify a project team.

Guided Implementation #2 - Identify and gather required data
  • Call #1 - Identify the data required for selected metrics.
  • Call #2 - Determine the data quality, discuss if additional data collection is necessary, and determine frequency of measurement and reporting.

Guided Implementation #3 - Conduct analysis and generate insights
  • Call #1 - Review combined and prepared data and prepare for data analysis and calculation.
  • Call #2 - Review the storytelling model, identify trends, and draw relationships.
  • Call #3 - Review drafted recommendations and action items based on insights.

Guided Implementation #4 - Create a dashboard that tells the story
  • Call #1 - Discuss dashboarding best practices and choosing appropriate visuals.
  • Call #2 - Review plan to launch the dashboard and deliver recommendations.
  • Call #3 - Discuss dashboard launch, audience feedback, and plan to follow up on recommendations.

Contributors

  • Michal Bem, Manager of HR Analytics & Reporting, Metrolinx
  • Lindsay Clayborne, People Partner, Cardata
  • Nikki Langille, HR Country Manager, AT&T
  • Alec Levenson, Senior Research Scientist, Center for Effective Organizations, Marshall School of Business at the University of Southern California
  • IIia Maor, Manager, HR Technology and Analytics, York Region
  • Kevin Marrs, Vice President, American Society of Employers
  • Jennifer Martinez, CEO, Consult HR Partners
  • Glen McLellan, Director, Total Compensation & Workforce Analytics, Centric Health
  • Sunil Meharia, Data Science Specialist, Teranet
  • Daniel Meltzer, People Analytics & Employee Research Consultant
  • Natalie Modjeska, Director, Research & Advisory Services, Data & Analytics, Info-Tech Research Group
  • Tanya Pastor, Manager of People Analytics, Allstate Canada
  • Ami Patel, HR Business Partner
  • Ashlyn Patterson, Associate Director of People Analytics & Insights, OMERS
  • John Sullivan, Professor of Management, San Francisco State University
  • Zach Toof, Senior Vice President of Workforce Analytics and Insights, LPL Financial
  • Heather Whiteman, Lecturer, University of California
  • Farimah Youssefirad, Customer Service Manager, DataCurry
  • John Zager, Senior People Analytics Manager, Wonder