Admittedly participating at the very successful Tucana #PeopleAnalytics15 conference with such a concentration of clever and diverse people, hampered a bit my writing activity. The well-expressed conclusive conference Key Takeaways from co-chairman David Green left me even more with the difficult task on what to write next.
Hereafter, I would like to offer my personal views on how to take you further in HR Analytics. The overall economy might shake HR functions out of their comfort zones. It would be nice to come prepared and having already a data driven HR culture in place.
First imperative: Improve analytics skills
Companies face the imperative task to build quickly a team with strong HR analytics skills. There are many possible routes on how to achieve this, i.e. build internally, outsource or get consultants on a temporary basis to kick-start the cultural change. Many companies have already decided and the last will take action very soon to improve analytics capabilities in whatever possible way.
Second imperative: Constantly remind yourself and everybody of the advantages of a data driven culture in HR
As in all change management initiatives, it is a must to constantly remind yourself and everybody of the advantages of a data driven culture in HR. The journey into HR Analytics can be painful. Every day, the world creates 2.5 quintillion bytes of data – so much that 90% of the data in the world today has been created in the last two years alone. The demand for work force analytics is growing exponentially. Data driven decisions in HR is a cultural change. Building a strong data culture brings excitement, as well as challenges. An effective leader needs to maintain high levels of objectivity, ethics and values in a complex environment.
Third imperative: Seek active co-operation from employees to share their own data
Workforce analytics needs data. Most HR functions are full of employee data, but for the most interesting insights, active participation from employees is needed. A positive, proactive participation will ensure a more open environment. Some employees may initially be unwilling to share their views, but if there is a benefit also for them, difficulties can be overcome. Transparency promotes trust.
Fourth imperative: Get yourself aligned to data protection and privacy laws before collecting, storing, analysing and using personal data
As Paolo Balboni, founding Partner at ICT Legal Consulting puts it, it is important to have a strategic and accurate approach to data protection compliance. Collecting personal data has to be declared from the start to enable lawful further processing activities. Turn your working environment into a favourable environment for in-house social media. Ensure you have policies in place to store data on the cloud and check in detail service level agreements with third parties before signing external data processing.
In case you are interested in further reading, here are some of my favourite posts:
- HR Analytics, still in need of bridges
- HR Analytics, 9 benchmark criteria
- HR Analytics and Competence Map
- Wow, what a nice HR report!
Keywords: HR, Human Resources, HR Analytics, People Analytics, Data Driven HR, Talent Analytics, Talent Management, Data protection, Privacy Laws.