What makes a successful journey between HR and people analytics?
80% of HR professionals score themselves low in their ability to analyze — Deloitte
They want less noise — systems to simplify data so they can focus on people.
Asking the right question
You must define your mission prior to engaging in any type of people analytics project; examples include: who should we hire? how do we keep them? what are our best sources? how do we make our people better? One mission at a time.
Easy but relevant metrics
Why is this important? People analytics are at the beginning of their journey — there is no generalized solution that can magically improve HR’s life. The simpler the metrics, the better.
Building the data lake
While this might sound like a tedious job, it is far less complex than it looks. Your HR software might actually already track those metrics, or the data enabling to track them is already there.
Looking for quick wins
It is quite often that the root cause of most problems was the lack of tracking the relevant people metrics. Periodically looking at your metrics (in the data lake) will often help resolving your problem. You will no longer have to analytically approach your job every day because you feel like you have an issue with technology.
With the ever increasing amount of information, being able to make decisions based on people metrics will likely become a routine. Furthermore, a hidden benefit of organizing data through quality metrics is in its added value over time.