Glimpse Into the Future Using Predictive HR Analytics
Develop an analytical perspective in HR to support evidence-based decision making that drives organizational success.
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 This content is not maintained and may contain information or links that are out of date.Failing to develop predictive analytic capabilities in HR can result in:
- Loss of workforce insight that can provide a competitive advantage through more accurate decisions in an increasingly talent-centric business environment.
- HR losing control over the data as others begin to look for this data to discover its potential.
- A lack of preparation for potential disastrous events as the organization is unable to predict their occurrence.
Predictive analytics in HR can lead to:
- The ability to make more informed decisions that include critical information about the organization’s greatest cost.
- Greater organizational data integration as predictive analytics will pull from all silos in the organization.
- The opportunity for HR to illustrate how HR actions can impact not only cost reduction, but also revenue generation, and therefore become a value-add strategic partner.
- The ability to identify and prepare for potential events that could impact the success of the organization.
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: Prepare to Apply Predictive Analytics
The Purpose
- Understand the relevance and importance of predictive analytics.
- Review predictive analytic challenges.
- Complete the readiness assessment to evaluate the current level of analytical capabilities within the HR department.
- Review communication to ensure that the necessary stakeholders buy in and are informed.
Key Benefits Achieved
- Highlight key benefits of predictive analytics.
- Create mitigation tactics for organizational challenges.
- Understand where the HR department is on the analytical spectrum. Decide whether to proceed based on readiness.
- Prepare specific language for the initiative to reduce the possibility of misalignment with expectations and lessening of enthusiasm for the project.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Isolate the challenges of implementing predictive analytics in your organization |
|
| 1.2 | Complete the readiness assessment |
|
| 1.3 | Prepare to communicate with the executive team |
|
Module 2: Connect HR Analytics to Organizational Outcomes with Impact Maps
The Purpose
- Identify the most important organizational objectives and specify challenges or roadblocks.
- Review examples of predictive analytics.
- Brainstorm methods to impact organizational goals.
- Create a direct connection between each HR action and the bottom line.
Key Benefits Achieved
- Select the organizational objectives on which to base predictive analytics.
- Understand the vast number of different topics to which HR analytics can be applied.
- Begin thinking of the ways in which HR could impact the bottom line.
- Select projects that have a direct, clear impact on the bottom line.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Confer with the executive team to highlight the top 3-5 organizational goals or objectives |
|
| 2.2 | Brainstorm how HR analytics could provide unique insight to progress organizational objectives |
|
| 2.3 | Complete impact maps for each potential HR action |
|
Module 3: Create an Integrated Predictive Analytics Agenda
The Purpose
- Understand the challenges of data collection.
- Prioritize predictive analytic initiatives.
- Review change management tactics to prepare for the impact on stakeholders.
- Prepare HR Business Partners to share information with business units.
- Develop a detailed action plan to implement the first initiative.
Key Benefits Achieved
- Mitigate the risk that data challenges will stall the implementation of projects by raising awareness.
- Avoid overwhelming the department by implementing all initiatives at once.
- Ensure that HR Business Partners are prepared to share data to ensure that insights are used within the business.
- Prepare to implement the first HR initiative.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Force rank predictive analytic initiatives to prioritize and develop an implementation timeline |
|
| 3.2 | Complete an implementation plan for the first predictive analytics initiative |
|
| 3.3 | Complete a RACI chart to outline responsibilities for the first initiative |
|