Get Started With HR Analytics
Evolve your data-driven HR function with purposeful HR analytics.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Organizations face significant challenges to achieving the full potential of HR analytics:
- Current skills are cited as a barrier for HR analytics.
- HR professionals are often not as confident in their ability to create meaningful insights from HR data.
- A lack of in-house expertise remains a concern for organizations over the next year.
The strategic use of HR analytics drives HR and organizational outcomes:
- Analytics interpretation satisfaction has a strong correlation with nimble organizational responses, including effective trend forecasting and responsiveness, evidence-based execution, and change adoption.
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Module 1: Define the Purpose of HR Analytics
The Purpose
Define the purpose and prioritize the need for HR analytics in the organization.
Key Benefits Achieved
- A completed purpose statement for HR analytics in the organization
- A list of prioritized needs for HR analytics
- Focused goals and metrics for HR analytics
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Define the purpose of HR analytics in the organization. |
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| 1.2 | Review strategic documents to identify needs for analytics. |
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| 1.3 | Prioritize needs for HR analytics. |
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| 1.4 | Identify goals and metrics. |
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| 1.5 | Homework: Brainstorm research questions for the analytics agenda. |
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Module 2: Draft Analytics Agenda and Identify Required Analytics
The Purpose
Draft analytics agenda and map required analytics to research questions.
Key Benefits Achieved
- Determined research questions and analytics for the analytics agenda
- An understanding of the gaps in the ethical guidelines
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Draft research questions for the analytics agenda. |
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| 2.2 | Map required analytics to research questions in the analytics agenda. |
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| 2.3 | Identify initial gaps in ethical guidelines to deliver on agenda. |
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| 2.4 | Homework: Review analytics skillsets content slides and organizational information (e.g. skills inventories, job descriptions, HR individual talent profiles) on current skillsets. |
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Module 3: Identify Initial Gaps in HR Analytics Building Blocks
The Purpose
Identify and prioritize initial gaps in HR analytics.
Key Benefits Achieved
Identified and prioritized list of gaps in data governance, technology, and analytics skillset to address
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Identify initial gaps in data governance and technology to deliver on agenda. |
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| 3.2 | Identify initial gaps in analytics skillset to deliver on analytics agenda. |
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| 3.3 | Prioritize identified gaps based on size and importance to deliver on analytics agenda. |
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| 3.4 | Homework: Review content and start to initially brainstorm actions to close gaps. |
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Module 4: Plan to Address Initial Gaps in HR Analytics Building Blocks
The Purpose
Create a plan to address initial gaps in HR analytics building blocks.
Key Benefits Achieved
A detailed list of brainstormed actions to close the initial gaps in HR analytics building blocks
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Brainstorm actions to close gaps in ethical guidelines, data governance, skillsets, and technology. |
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Module 5: Prepare to Launch and Scale the Use of HR Analytics
The Purpose
Create a plan to launch and scale the use of HR analytics.
Key Benefits Achieved
A completed action and communication plan to launch and scale the use of HR analytics
| Activities: | Outputs: | |
|---|---|---|
| 5.1 | Prioritize actions to address gaps and deliver on the analytics agenda. |
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| 5.2 | Draft a high-level action and communication plan. |
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