Sunday, January 2, 2011
We have been discussing HR Analytics over the last few weeks with such topics as "The 3 Most Important HR Measures" and "How to Introduce Analytics into the Organization."
I have been thinking about how to make sure HR Analytics are not only a part of the overall HR Strategy but that they produce information and insights that are actually USED.
So, like with any information that we have in our organizations, adoption really depends on a few things:
1) Ease of use
2) Access to the information
3) Understanding of the information
4) WIIFM-why should the end user care?
I believe when you embark on an analytics strategy you have to adapt the language of the business into your outputs. Reports, charts, graphs and studies need to address the following:
1) What is the business issue?
2) How does the issue relate to the current strategy?
3) Keep information simple
4) Don't show off math skills, show off a real understanding of the business issue while using cool analytic skills.
5) Show how solutions directly impact results by telling a data story not a data dump
HR Analytics are a hot topic right now. The actual analysis is only half the battle...the ultimate goal is that the organization can use the insight to:
1) Take action
2) Make better decisions
3) Decide between possible investments
How have you been successful in your communications of HR Analytics within your organization?