MCBASSI & COMPANY

How to Become Better at HR Analytics

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In many HR departments, the heat is on – or soon will be.

Senior executives are increasingly demanding that HR provide actionable insights for driving better business results through targeted improvements in the management and development of people.

The insights that are now increasingly expected from HR go far beyond traditional HR reporting on headcount, time-to-fill vacancies, and employee engagement benchmarking.  Instead, there is a growing demand that HR provide analysis about how to cost-effectively improve outcomes such as the following:

  • Sales productivity
  • Customer service
  • Managerial effectiveness
  • Employee well-being
  • Workforce diversity and inclusion

It’s clear: the bar is being raised quickly.  So how do you get from where you are currently to where you need to be?

In the end, advanced HR analytics capabilities can’t just be parachuted into your organization – you have to build it through the following steps:

1.  Create organizational and broad-based executive support by beginning to produce insightful, succinct reports and analyses.  Ensure they’re presented from an executive’s perspective – not HR’s.

2.  Develop an analytics strategy that’s aligned with your organization’s overall business strategy.  This should lead to the production of business intelligence and actionable insights that help leaders at all levels in your organization drive better business results through focused, targeted and achievable improvements in the management and development of people.

3.  Grow the size and skills of your analytics staff within HR (or find a trusted external analytics consultant).  Don’t focus exclusively on technical skills.  The business acumen, collaboration, consulting and presentation skills of your analysts (and HR generalists!) are all critical elements as well.

4.  Expand the scope of your HR analytics initiatives to encompass all of the essential aspects of people management and development.  This includes the following:

  • Recruiting and onboarding
  • Learning and development
  • Performance and career management
  • Rewards and recognition
  • Engagement and retention

Where to start?  If you’re like most HR departments, you have limited resources, but your executives have high expectations.  So you need a plan that enables you to focus on the right things and to get them done in the right order.  And that, of course, will be shaped by your organization’s current HR analytics capability.

So we’ve designed a quick (and free!) online assessment tool to objectively measure your current level of HR analytics maturity along with recommendations on the most important areas for focus in light of your relative strengths and weaknesses.  The assessment takes fewer than 10 minutes to complete, so why not give it a try right now? Click here to begin the analytics self-assessment.

We hope you find it useful.  And if you’d like to have a quick call to discuss your assessment and feedback and think through next steps, don’t hesitate to be in touch with us. We’d love to hear from you!

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How Does Your Organization Stack Up?

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As we’ve mentioned before in this space, people are one of the few remaining sources of long-run competitive advantage; in the short run, however, they are a cost.

To grow and profit, companies must manage this unavoidable tension with awareness and insight.  Increasingly it is the ability to do so (superior “human capital management”) that is sorting out the economic winners from the losers.

This reality is, in turn, elevating the role of the HR function. Those HR professionals who can provide the intelligent analysis on which superior human capital management depends will be the winners within their field.

We’ve spoken to lots of HR professionals who want to get there but aren’t sure where to begin.  With that in mind, we’ve added a new section to our website, containing quick (and free!) interactive self assessments you or your colleagues can use to get a snapshot of the state of your company’s current employee survey, its current analytics capacity, and more.  We’ll be continuing to expand the number of assessments in this section in the months ahead.

Deploying HR Analytics with actionable employee surveys greatly increases the possibility of achieving what we at McBassi refer to as “all-win” solutions.  Analytics helps companies operate in the “sweet spot” – the intersection of sustainably profitable and enlightened management of people.  We work to help HR professionals build exceptionally successful organizations worthy of the best efforts of their people.

That is why we are so passionate about this field.

(This post was sent this month via email to our monthly newsletter subscribers.  Click here if you’d like to subscribe.)

Does your company make the grade?

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I recently blogged on Glassdoor.com about the importance of your company doing business in an “all-win” way.  Your career may depend on it!

Interested in what your company’s grade might be?  Try our fun, interactive new self-assessment and find out instantly.