In my previous post I concluded by saying that HR Analytics is becoming a new business imperative, it is really true, but it is a long journey, which require expertise and patience. So, let us start the journey and let us be honest with ourselves.
A white paper titled “Workforce data in the boardroom” confirmed me the long way HR Analytics still has to go. Senior managers require clear and concise information on workforce performance and productivity, but metrics on human resources lack of established standards.
HR data require normally extensive explanations and often find only limited attention in busy senior management meetings. Often HR indicators lag behind and lack of predictive value. HR Analytics is often seen as a bureaucratic exercise, with limited impact on decisions. Senior managers love to take managerial decisions.
HR data would be more significant if staff compliance would be 100%. HR data normally require intensive data cleaning and follow up with staff. HR findings get quickly out of date, especially when no action is taken. IT technology is helping, but as soon as a report becomes too much a routine, it loses interest.
How should HR data be presented?
Ideally HR data should find a place on integrated manager’s dashboard, but the IT technology and the complexity of HR data are a real problem in producing user friendly and significant reports.
- Regular reporting at meetings
Senior managers need to have regular debates over formulas, definitions and findings. HR credibility is significantly improved with consistent and frequent presentations. HR has the task to drive a better understanding.
- Combining data and analysis
Ideally HR data have to be presented together with interpretation of findings, progress towards targets and possible recommendations on the course of action.
The journey is long, but a new culture will emerge of data driven decision making.
Do you encounter difficulties with HR Analytics? I would welcome your views. Do you like the subject of this article? Please leave a comment and feel free to share on LinkedIn. Thank you.