For companies that haven’t started HR analytics yet, what do you consider to be the best start?
Let me give you 4 considerations: First of all, I think education is key. It is important to start by intensively studying what HR analytics is all about and what you can (or even more importantly cannot!) do with it to further streamline your strategic HR processes. This will appropriately level set the expectations from the outset of the project. And why not immediately subscribing to the insightful iNostix blog?
Next, companies should think big, but start with small projects. These will then allow creating the important starting successes needed to fully grasp all intricacies and challenges that come with HR analytics. There are great examples on the iNostix blog from ABN-AMRO, Maersk and Sears.
A next step will then be to use these positive experiences to organically grow and create further leverage with analytics across the entire HR department, in cooperation with the business.
Finally, as noted by my colleague professor Erik Brynjolfsson from MIT in his book “Race against the Machine”, the world and especially HR analytics is evolving faster than ever before, so it also crucial to continuously keep up with new developments in the field. That’s why in my book, I also provided some visionary techniques and applications which I believe have substantial business potential in HR in the near future.