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4 Start Tips for Sustainable HR Analytics Projects

 

Dr.Umut KÖKSAL

UK Danışmanlık Founder

umut@ukdanismanlik.com

 

Data and insight analysis, specifically Big Data, is not only crucial for other business processes, like sales,marketing,supply chain management or finance.

For HR professionals, to become stepstones in their organizations, they have to be aware of one thing. To have great awareness of data analysis knowledge and skills.

Reporting hr metrics in an effective manner has become much more important when compared to yesterday.

Knowing yesterday is ok, but reporting today,estimating tomorrow is much more critical.

I divide analytics of HR into 4 segments:

*Scanning

*Planning

*Producing  

*Predicting

Analytics of HR gives a direction to HR Executives and of course, top managers of the organization to carry out efficiency and effectiveness aspects of human resources functions inputs and outputs.

There is distinction and distruptive manner for human capital management that, as an area it has always been a non-numeric perception platform for recruitment,training,development,performance management and sustaining these talent.

From Transactional Monitoring to Performance Monitoring;

From Performance Monitoring to HR Metrics-Business Connection and at last;

From HR Metrics-Business Connection to Predictive Analysis of HR

 

Here I list 4 primary tips for designing and adapting Sustainable HR Analytics Projects:

1. It all starts with Data,adequate,correct employee data:

In order to design and implement sustainable HR Analytics, you need to know that it is all about data, employee data is needed.

This data will be about demographic data,performance records, training records, the length of employee service,prior experience and other knowledge and competency data.

HR Analytics starts and ends with data. No data means no analytics and of course, no metrics to track and report.

2. Write down your HR Analytics Strategy

Sustainable HR Analytics Projects or HR Metrics projects desperately needs a well written strategy.

As a HR Department in your organization,

What is your HR Analytics Strategy?

What do you want to primarily track,report and conduct insight analysis?

Which hr metrics can you report easily? Which hr metrics can you report with additiona technical tools?

How can you link metrics with business,core strategies?

3. Prepare a HR Analytics Project Plan and Start Project Management

As a hr professional, if your objective is to design and implement a hr analytics project, this means that it's outputs will be presented to your CEO or board members, at first you need to be sure that your data has high quality, your data is credible.

And then, it is time to prepare a hr analytics project plan in your organization, determine project team members and start the project. It is probable that you will need team members from HR,IT and maybe some other department members.

4. Start with the easiest hr metrics you can track and monitor.

Start with the hr metrics you can track and monitor easily.

In the second phase, implement the more difficult ones you can track and monitor.

 

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