What Are People Analytics?
Many current Human Resource organizations believe that People Analytics are complex and optional. The fact is that ALL companies use People Analytics every day, but they get them through other means. Typically, companies get feeds of their people data from their HR systems using reporting tools. They dump this data to spreadsheets where they do all sorts of transforms and clean-up processes. At the end of the day, they measure aspects of their people operations to make assertions including turnover, growth, cost, and engagement.
These Are People Analytics!
Your analytics will only be as good as the data that underlies your analyses. We will review your data being laser focused on only that data that will power your metrics. This audit will extend to the HRMS tables that are the backbone of the views we will be using for the demographic analyses such as: location, job, hierarchy, EEO. This is a good first step for any people analytics consulting project.
Is your people analytics tool new or has it been many months since it was originally configured? We have seen analytics be consumed without a thorough review of the configuration of the tools used for analysis. It’s like driving a car that hasn’t ever had an oil change, tires rotated or a safety inspection. It might drive, but not well. You are trusting the results from its analyses, make sure that your people analytics tools are configured appropriately and optimized for your organization.
Let’s look at the metrics and data that are being served to your clients. What are they seeing and is it appropriate? Do they have the data they need or are they seeing things that don’t tell them stories relevant to their jobs?
Whether it is the development of product documentation, user guides, webinars for your user groups or you need an adoption guidebook- ask us! We have built them before.
“Where do we start?” That’s what some clients ask when starting on the road to building a people analytics capability. Who to hire, what skills, what roles, where do they report? All great questions. The answers depend on your organizational alignment, your corporate culture and your HR technology stack. We work with you and your leadership to understand how they all come together to point to the options.
Let’s review the sets of metrics that make up the dashboards each of your user types have access to. This will ensure that the metrics on your dashboard are providing the insights necessary for your team to make smart decisions.
We will work with each of your partners in your organization and Business Unit clients to gather their people analytics requirements and find out the common and unique goals. We will document those needs and develop an organizational people reporting and analytics strategy.
We will help review your metrics and look for the statistically significant issues that you might want to pursue. We will propose the right course of action with your legal counsel in review of non-pay diversity metrics. When it comes to pay equity reviews, we can help you with the mechanics of the review.
We can also help you review your data structures to ensure you are looking at the right data to perform diversity analyses and create proposed action plans from them. Incorrect or missing data will provide inappropriate context and could lead to incorrect conclusions.
- Historical data review and correction
- Process review and reconfiguration
- Review and correct system configuration
- HRMS table optimization
- HRMS/HR Tech strategy review
- We will work with you to design and plan for your new analytical capabilities
- Design and development will use the agile process to ensure expectations are met accurately and on-time
- Compensation management design, implementation and change management
- Compensation market analysis and benchmarking
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